GSP 09-20 Indoor Admin Operative – New Grade
16/March/2020
Description
The CWU and An Post have concluded agreement on the introduction of a new grade entitled Indoor Admin Operative based in DSUs. The details of the agreement are outlined below, and be treated as an amendment to the Collection and Delivery Work Practice Change Agreement of January 2006.
The pay scale for the Indoor Admin Operative is:
Indoor Postal Operative – Pay
| Pay | Pens Pay |
| 01.05.19 | 01.05.19 |
| €553.68 | €522.39 |
| €576.98 | €544.38 |
| €600.30 | €566.37 |
| €623.60 | €588.36 |
| €646.93 | €610.37 |
| €670.23 | €632.36 |
- The number of posts by location is as follows:
- DSU with DSM1 Management structure – 2 posts
- DSU with DSM 2 Management structure – 1 posts
- DSU with DSM 3 Management structure – 0 posts (unless there is currently an Indoor Postal Operative post predominantly engaged in clerical/admin work).
- The role description for the post is set out at Appendix A
- The role does not extend to the management of either the DSU or staff
- There will be some deviation from DSU to DSU on the tasks assigned to the IAO. This will be dependent on the structure of the DSU. An example of this is ‘STREAMS’ where the task is currently completed by the DSM, or the WL or by a Postal Operative in different DSUs
- In DSM3 offices where is currently an indoor post predominantly engaged in admin/clerical work, the IAO will provide cover for the DSM as required. This does not extend to managing staff
- The role is a new grade but encompasses the tasks associated with indoor administrative work undertaken by Postal Operatives currently. The IAO will not have any liability for outdoor work, unless exceptional circumstances arise.
- The IAO will not be eligible to compete in future duty competitions for Postal Operative posts within the DSU
- If an IAO wishes to revert to a Postal Operative role, he/she may be facilitated but on the basis of reversion to Postal Operative rate of pay. Where any IAO is classified by the CMO as unable to carry out the role for medical reasons, the Company will examine redeployment options in the context of the ASMP process.
- As this is a promotion, initial staffing should be via a competitive selection process confined to staff in each DSU. If not filled within the DSU, the post may be advertised and filled Area wide
- Former POC or Uniformed Postal Sorters currently engaged in indoor work will be assigned to the roles, without the requirement for a competitive process, unless there is more than 1 staff member in that category. In that situation, any interested staff in that category, will be interviewed and the post will be offered to the successful interviewee subject to the usual criteria being met in terms of attendance and performance
- Where there is a temporary absence, arising from leave or sick absence for example, the role will be filled from within the DSU on an acting basis. Staff will be afforded the opportunity to indicate an interest acting in the role and a small panel of actors may be formed
- These posts should all be in place, with the selection process completed by 15th April 2020 unless otherwise agreed.
- The DSM/Branch Secretary should meet locally in each DSU comprehended by this to discuss and agree and necessary operational changes by Friday 3rd April 2020.As part of this process, the company will advance the proposal locally which sets out how the post will incorporate the necessary work. Other than the DSUs where the DSU Optimisation process has already commenced (i.e. pilot offices), interim arrangements should be agreed to enable implementation. This may involve a temporary rebalance of existing duties. Any issues which cannot be resolved should be referred to the CSG and ultimately to the Monitoring Group for investigation and determination if necessary
The above timelines and approach will be subject to directions and guidelines issued for the COVID-19 pandemic.