And on and on it goes – hard targets for managers ( incorrect ) , no hard targets for caseworkers ( correct – amazing ) , when is a validation meeting a “consistency check” and no notes taken ? ( postcard answers accepted ) , caseworkers with a “how” about working outside normal office hours by default ( is anyone aware of employment law ? ) , staff who are not managers having indicators about “advancing” , “promulgating” and “supporting” change ( does this mean if the “change” threatens them or the work they do they are unable to offer that concern without facing censure ? – you will agree or else ??? ) and as for the continued use of Code of Conduct and failure to understand what the behaviours in CCSF actually mean …. One just has to wonder what is going on . We will tackle these issues because someone must and we can.
A lot of work on correcting anomalies with Grading was undertaken by the RCTU officers in their previous roles . We note with some concern the erosion of this with work being driven to lower grades . The statement the employer makes often these days about how BoF will produce higher graded work appear to have no real foundation. You need the expertise that the RCTU has to address this vital issue.
We have noted the proliferation of these of late and many of them with possible far reaching consequences for staff . These will only increase after the Budget and the outcome of the Spending Review. It is vital you have a Trade Union to represent you that actually not only knows how to represent you with the highest levels of HMRC management but actually does !
And finally – you really could not make this up ….