The results are out, and the verdict - Better but still not great.
Far from great (we have noted that our ex colleagues now in Border Force are extremely unhappy) especially around management of change by senior leaders. It is not that staff want to see more of them rather that they understand the reality of their (the staff) situation when dealing with the general population, infrastructure (it creaks again as this is written) and current Departmental culture and that change without understanding is never the correct way forward.
Equally of concern was the perceived incidence of bullying and harassment in many areas. There are several reasons for this – the pressure on everyone, long hour’s culture becoming the “accepted norm”. Stress, the inequitable PMR system as implemented by HMRC, new managers without support and the ethos of the Department and in some cases – blatant incorrect actions (the politest version we could use of this behaviour)
It is noted that Own to Act has had an impact in many, but not all teams, but that it does tend to stray into areas where traditionally Trade Unions were the staff representational vehicle. This is noticeable where the current recognised TUS has completely failed to represent the views of their members. That must not remain the case and here, for once, change is required.
We are that change.