UNISON/UCU* Joint HE Thread

[hitmouse]

IIRC there was a motion passed at HE Sector Conference that we would use aggregated ballots going forward - but could be mistaken about that.

Hmmm, I would've thought that aggregated or disaggregate is the kind of decision you take on a case-by-case basis based on an assessement of what you think you can realistically win, rather than something that you take an in-principle decision on as a matter of policy... but then again, I suppose there's a lot about how the UCU runs things that's not necessarily how I'd do it.

Terrible argument from UCU Commons - the fact that the employer's are trying to bully us into not taking a ballot is one of the strongest arguments for it (and I'm not looking forward to a ballot with any great enthusiasm). Letting employer's dictate when a union can allot for IA FFS!

At the risk of repeating myself, it does feel absolutely mad from the central union that they've left it so that the UCU Commons argument against their decision is circulating publicly before the actual decision itself is.

What, no Unite?

Well, the OP does say:

*and others

Any idea what Unite are doing? I'd be surprised if GMB are balloting, no idea about Unite or EIS though.

 

[nottsgirl]

Unite did a kind of pre ballot at my workplace but no follow up so far.

 

[redsquirrel]

Hmmm, I would've thought that aggregated or disaggregate is the kind of decision you take on a case-by-case basis based on an assessement of what you think you can realistically win, rather than something that you take an in-principle decision on as a matter of policy... but then again, I suppose there's a lot about how the UCU runs things that's not necessarily how I'd do it.

Oh I agree, I voted against the motion but IIRC (and I might be wrong here) the motion was passed.

At the risk of repeating myself, it does feel absolutely mad from the central union that they've left it so that the UCU Commons argument against their decision is circulating publicly before the actual decision itself is.

An announcement has gone out to members if not more generally - but you're right HQ should have been pushing this more. Though considering UCU Commons are basically the Grady fan club it is perhaps not surprising that there has been a lack of push from the centre office.

 

[hitmouse]

University Rank-and-File - Diagnosing the crisis in higher education

Diagnosing the crisis in higher education: a call for contributions on what next? We have laid out the context below as a starting point for a debate on strategy in the new term. Mainly, this context is one we already know, as we’ve been hearing about it at work and on the news. However, what we

www.universityrankandfile.org.uk

 

[Funky_monks]

Am in UCU, but sadly my workplace doesn't recognise the union and we don't quite have enough members to force it to, yet.

Currently some very weird goings on: lots of lecturers (and my boss, a dept head) have not met targets, in spite of being told we had in our annual reviews by our line managers (seems HR have interfered with this process). This means "as standard" we are all on a PMP, I have an informal meeting next week and according to our standard procedures, this comes with a formal written warning.

Anyone experienced the same? My place is notoriously inept with HR matters - my rep is off with stress at the moment, so will contact my regional rep, seems odd to put (in my case) all the teaching lecturers in the department on PMPs....

 

[Miss-Shelf]

I'm sorry to hear this

What is in your capability policy about the PMP process?

 

[Funky_monks]

The policy is:

• I have an informal meeting with my line manager and HR (who is also on one, weirdly)
• My targets are reviewed and new SMART targets are set
• targets are reviewed 3 monthly

am sure it said Id get a written warning but now can't see in the doccument where I found this....

 

[hitmouse]

University of Sunderland: NO to management 'gagging order'

The University of Sunderland has issued a 'gagging order' to a small number of its staff who are facing redundancy. The university has told them 'no discussions with students, alumni or colleagues'. UCU has expressed outrage over this situation. We are calling on others to show their support.

speakout.web.ucu.org.uk

Staff under redundancy threat at Sunderland University 'gagged' by management

Staff threatened with a restructure by Sunderland University management have been told they cannot tell colleagues they are at risk of losing their jobs.

www.ucu.org.uk

Staff threatened with a restructure by Sunderland University management have been told they cannot tell colleagues they are at risk of losing their jobs.

Last week, upon returning from their Christmas break, a small team of academic staff were told they would be restructured and that at least one post would be deleted. However, university management forbade impacted staff from having any 'discussions with students, alumni or colleagues'.
When UCU challenged the university's decree, management said gagging impacted staff would prevent 'unnecessary unrest'.

 

[redsquirrel]

Currently some very weird goings on: lots of lecturers (and my boss, a dept head) have not met targets, in spite of being told we had in our annual reviews by our line managers (seems HR have interfered with this process). This means "as standard" we are all on a PMP, I have an informal meeting next week and according to our standard procedures, this comes with a formal written warning.

That sound weird and absolutely terrible, I've never seen a capability policy as pad as that in HE. What sort of targets? Not published enough papers/got enough grants?
Are these targets aspirational? Or is the employer arguing that missing them constitutes potential incapability?

Anyone experienced the same? My place is notoriously inept with HR matters - my rep is off with stress at the moment, so will contact my regional rep, seems odd to put (in my case) all the teaching lecturers in the department on PMPs....

Even if the union is not recognised collectively you might be able to get a union representative at any meeting. If the employe plays silly games with that, I'd suggest that you all request (in writing) to bring a work colleague to any meeting.

More generally I'd resist making any hard targets and if you have to make sure they are things that you will achieve. If they force a target that you don't think it realistic on you then make sure you have that in writing (with the reason why it is not reasonable).

 

[Funky_monks]

That sound weird and absolutely terrible, I've never seen a capability policy as pad as that in HE. What sort of targets? Not published enough papers/got enough grants?
Are these targets aspirational? Or is the employer arguing that missing them constitutes potential incapability?

Even if the union is not recognised collectively you might be able to get a union representative at any meeting. If the employe plays silly games with that, I'd suggest that you all request (in writing) to bring a work colleague to any meeting.

More generally I'd resist making any hard targets and if you have to make sure they are things that you will achieve. If they force a target that you don't think it realistic on you then make sure you have that in writing (with the reason why it is not reasonable).

They haven't told me, its so mental.

I have my targets, I hae my annual review (with my line manger) who said Id met them, and therefore would recommend that I progressed. Now, retrospectively, I've had a letter from HR saying I didn't, in fact meet them (according to HR) and therefore I not only don't go up a salary band but need to be on a PMP (informal at this stage) and I now have to have a meeting with an HR assistant (?) and my boss to discuss next Monday.

Sounds very much to me like they just didn't want to pay any more in wages because they are a bit strapped for cash at the moment and have decided that saying vast swathes of people didn't meet their targets was a way to do this but then thought that they couldn't do this without some spurious performance based reason. Sounds mad, but there's some mad shit goes on at my place because its a new university and there's a lot of people haven't a clue what they are doing.
They could eg (from my experience in the private sector) just said there wouldn't be payrises this year and left it at that, but no.

 

[redsquirrel]

That all sounds really weird, and out of step with the rest of the sector. How can a meeting to establish a performance management plan be informal? When you say a salary band do you mean a spine point or a grade? (If you'd rather take to private feel free to PM me).

I think the main things I suggest would be (1) make sure you have a written trail of everything, if they don't give you minutes send an email summarising what you took from the meeting, (2) try to bring someone to the meeting. Basic stuff but useful nevertheless.
Also you can refuse to agree to anything before you have had a chance to consult with your union rep.

Good luck anyway.

 

[ElizabethofYork]

Funky_monks , that sounds crazy. Surely they have to prove that you didn't meet your targets? And explain why your line manager told you that you had?

 

[Funky_monks]

That all sounds really weird, and out of step with the rest of the sector. How can a meeting to establish a performance management plan be informal? When you say a salary band do you mean a spine point or a grade? (If you'd rather take to private feel free to PM me).

I think the main things I suggest would be (1) make sure you have a written trail of everything, if they don't give you minutes send an email summarising what you took from the meeting, (2) try to bring someone to the meeting. Basic stuff but useful nevertheless.
Also you can refuse to agree to anything before you have had a chance to consult with your union rep.

Good luck anyway.

I mean a spine point as per ones usual progression.

My boss will also be there as he set the targets. Weirdly though, he too is one the same kind of PMP. Its bizarre.

 

[Funky_monks]

Funky_monks , that sounds crazy. Surely they have to prove that you didn't meet your targets? And explain why your line manager told you that you had?

Yeah, usually in the world outside the batshit place I work in, you'd get some sort of explanation, but I have not other than a generic letter saying I haven't met my targets. I am assuming they are busily trying to decide exactly how I haven't met them. Its also kind of mad that the meeting is on teams with a HR assistant and nobody more senior than that.

 

[Santino]

In my experience university HR departments are pretty terrible at following their own policies and procedures so it's worth ensuring that you have copies of all them and challenging them whenever they make an error.

 

[Lord Camomile]

In my experience university HR departments are pretty terrible at following their own policies and procedures

This corresponds with my experience of university HR departments.

 

[redsquirrel]

I mean a spine point as per ones usual progression.

My boss will also be there as he set the targets. Weirdly though, he too is one the same kind of PMP. Its bizarre.

Yeah that is bizarre. Frankly even by the standards of HE your workplace sounds pretty bizarre.

 

[Funky_monks]

In my experience university HR departments are pretty terrible at following their own policies and procedures so it's worth ensuring that you have copies of all them and challenging them whenever they make an error.

Mine love a procedure and produce reams and reams of them in all aspects of everything, we have more rules around assessment type than incoming lecturers have ever seen anywhere.

I've got a copy of this particular procedure, They are following it. Its just that its bonkers.

I had a chat with my boss today. They still haven't told him how I haven' met my targets, but he suspects it will be the general "doing my job" target and they'll find a moodle page I've set up wrong or an deadline I didn't plug into turnitin correctly.