LTB 225/17 – Openreach – Engineering Career Pathways and Craft Apprentice Recruitment

No. 225/2017 Ref: DB/LEL 21 April 2017

TO ALL BRANCHES WITH MEMBERS IN BT

Dear Colleague,

Openreach – Engineering Career Pathways and Craft Apprentice Recruitment

As Branches will be aware from previously circulated correspondence, reports given at Briefing Committees and regular updates to CWU SPOCs, the National Team (NT) has been engaged in detailed discussion with the company regarding a new approach to apprenticeships and career pathways. These discussions have been complex and have covered areas relating to the recruitment process, advancement for existing employees and the impact on former and existing apprentices.

The attached letter sets out the position reached to date, as well as those issues which the NT will continue to discuss and develop with the company in the coming months.

In regard to current and future recruitment, the CWU NT has made clear to Openreach that we believe that a blended approach which secures differing routes into the company is the best way forward. We have argued that limiting the process to a one route in’ methodology will restrict the type of candidates coming forward and narrow the opportunity for further insourcing of some externally provided functions. The letter sets out the progress made and the review mechanisms we will jointly utilise going forward.

At present, Openreach are employing external recruits as Craft Apprentices and in addition those in Civils functions as well as into the Chief Engineers Office, utilising the full range of recruitment methods. Further details will be circulated to Branches regarding the latter two approaches in the future.

The Government has changed the funding model for apprenticeships in order to encourage employers to utilise a more formal approach to recruitment and training. This has seen the introduction of a levy which larger employers pay (BT Group included) but those same employers can draw down funds also. Openreach have created a new one year apprenticeship’ which will replace the 30 month current model and which will allow new employees to attain a Level 2 NVQ. This has been approved by the appropriate governing bodies. It should also be noted that this is a trial approach which will be jointly reviewed by Openreach and the CWU NT.

The company have advertised the new apprenticeship role and to date have received over 16000 applications for the circa 1500 opportunities. The advertised pay rate is £20k (an increase on the current rate) and at the end of the 12 months apprenticeship individuals will move to the appropriate pay point (with bonus) for that role. The £20k pay rate is subject to further discussion with the BT Pay Team led by the DGS(T) and further information will be distributed in due course.

The NT has also been discussing career progression within the field environment with the company, as this has been a long standing concern for our members brought into stark focus during the Working Together programme, which saw the reduction of desk based opportunities in many locations. Through changes in processes and automation those opportunities may reduce further as we move forward.

Career Pathways’ is an approach which visualises progression in the field environment from trainee to specialist roles. It should be noted however that every role will be underpinned by a job description so there are, therefore, many more roles than the pictorial (attached) approach suggests. It should also be noted that the introduction of career pathways will not lead to the mapping of existing roles.

Branches are aware of the introduction of the CSE role within Service Delivery (SD) which attracted a higher pay rate than the CAL/OMI. The NT has now successfully concluded discussions within Business and Corporate Delivery (BCD) for a new role which will attract the same increased pay rate. The specific details of that will be the subject of separate correspondence which will also be distributed to Branches.

We have also been discussing the introduction of a role within Infrastructure Delivery (ID) and this has become a priority and will be dealt with in the same way we have done in BCD.

The NT believes that the introduction of these three roles will be welcomed by those on Workforce 2020 contracts as it provides real progression within their business unit and flexibility between the units if an individual seeks advancement somewhere else within Openreach. The letter also confirms that the Upskilling programme for this financial year will see opportunities for 1700 engineers to move to the CSE role, and for those who are currently TMNE2s that will mean an increase to the higher rate of pay. We will be provided with a patch by patch breakdown of the training plan and therefore opportunities.

The NT is also acutely aware that for the existing B2 community higher graded roles in the field have been unavailable and the hierarchy flat in terms of opportunities. We are now discussing a brand new role (circa 1800 across the country) which will provide opportunities in each business unit for people to become senior engineers’. The title, job description, pay rate, etc. is still being finalised and the initiative will be trialled from the end of April through to July in the North East Region. What has been confirmed is that the position will attract an increased earning potential compared to the current TMNE2 and B2 rates.

It is vitally important that our members understand that the career pathway is not linear and that it has been and will be possible to move through the structure into existing higher graded as well as newly created roles.

Finally, Branches will recognise that the above changes mean the current (and former apprentices recently assimilated) apprentice population will feel disadvantaged by the introduction of higher pay points and the shorter apprenticeship timescale. The NT will seek to ensure that we attain equality of treatment during the discussions referred to in the attached letter.

Summary

Whilst the NT has some reservations about the new approach we do believe that the review process, input to the learner pathways and the introduction of the new field roles gives the CWU the opportunity to continue to shape the approach in a way which will be beneficial for those we currently represent and new employees alike.

Any enquires regarding this LTB should be sent to my office in the first instance.

Yours sincerely,

DAVIE BOWMAN

Assistant Secretary