As Branches will be aware, the protracted negotiations on team member grading with Openreach Operations collapsed earlier in the year.  Since then, the CWU Executive team have worked to breathe new life into the talks if at all possible.  In addition to this, Annual Conference 2008 carried Motion 18, the terms of which are:-

"Conference agrees that the issue of B2 field engineering grading must be addressed.  The breadth of skills and knowledge now required, in for example Openreach Field Operations, is substantial and must be reflected in a grading review.  The T&FSE are instructed to again raise this issue with BT and attempt to resolve it.  If there is no movement or there is further delay, then the matter should be escalated and a Branch Forum called to discuss the situation and the way forward.  The forum should be held no later than 31 October 2008 and will include a discussion on the use of industrial action to achieve a resolution of this issue".

Whilst the terms of the motion are general, it should be noted that this Letter to Branches deals only on how it impacts on Openreach Operations.  It should also be understood that whilst there has been a focus on the B2 population, there are other grading anomalies in Openreach which need to be addressed.

Following Conference, the terms of the motion were forcibly put to Openreach and the need for Operational Management's commitment to finding a resolution was underlined by the CWU Executive team.  Openreach has been informed in no uncertain terms the potential consequences of further protracted delays.  Following the now confirmed buy in by senior operational management, a CWU team met with Openreach on 30 July 2008.

At that meeting, the Openreach representatives informed the Union that, following the review of team member grading previously undertaken there were, in their view, three options available:-

1.                  Do nothing;

2.                  Implement the outputs of the job assessments from last year;

3.                  Develop and implement a revised grading structure in Operations.

Given the Conference instruction, the strength of membership feeling and the determination of the CWU Executive, doing nothing is simply not an option. 

Implementation of a set of job assessments which have never formally been shared in any detail with the CWU would not be an acceptable option to the Union.  Openreach has informed us that Option 3 is the preferred solution, although there are, in management's view, considerable reservations around the financial challenge and potential strain on the pension funds. Openreach also takes the view that current salary ranges for BT employees are above market levels.

The CWU team stressed the need for the Company to recognise sufficiently the high skill levels of multi-skilled field engineers and other roles.  We reiterated the Union's concerns over the lack of clear career progression for field engineers as well as restating the strength of feeling throughout the Union of these issues.

Management put forward a basic proposal to create Openreach specific grading for all team members in Operations within the NewGRID structure which would have 3 levels if accepted.

• Foundation - for new entrants and single skilled basic grades
• Comprehensive - for multi-skilled roles and higher level single skilled roles
• Advanced/Specialist - for higher level multi-skilled roles.

The CWU team has not rejected this out of hand, but equally we have not agreed to it.  No detail was put forward at the meeting on which roles would map where, on salary bands or on the impact on existing Openreach employees.  These are all areas we would wish to explore before coming to any conclusions.  Given the management concerns on cost challenges, these will not be an easy set of negotiations.

Openreach has stated that it wishes to conclude negotiations with the CWU by the end of November.  In response, the Union has indicated a desire to conclude talks by the end of October.  An outstanding point for debate with either of those target dates will be the actual implementation date should we reach agreement.  The CWU will of course be pressing for the earliest possible date.

The CWU also pressed management for an earlier resolution to other outstanding grading anomalies, most notably Academy Coaches.  This latter role is in constant change and now embraces a significant element of training.  We have stated that resolution of this anomaly must be given priority.  Management have committed to an early response on this specific issue.

Recognising that this Letter to Branches does not contain the kind of detail that members would want, the CWU Executive team were anxious however that members and Branches are kept informed at each stage of negotiations.  Clearly, further reports will be made as negotiations progress and it is intended to hold a special forum of Branches when sufficient detail is available for a coherent and comprehensive discussion on any proposals.