Acting amendments
A number of amendments have been made to London Operations acting proposals at a further meeting with management.This meeting followed a previous discussion in early April. Studio Lighting and Engineering, along with Base area, were also covered at the meeting - both elements flowing from the original overall London Operations Oakland proposals.
In the meantime industrial action continues across London Operations.
London Operations in general
It was confirmed that it had been proposed at the previous meeting that they would be asking staff to carry out up to 25% of their time acting without any additional payment - this was equivalent to 65 days over a 12 month period. The union said this was a controversial aspect of the proposals.
Following discussion management proposed a lower number of days for non-acting pay - from 65 to 50 days over a 12 month period. They explained this was the equivalent of one person covering for the equivalent of two persons leave for a year.
In connection with staff refusing to act above the proposed number of days when no payment would be made management said this acceptable. Skepticism that working beyond this period could be accurately flagged by the system was expressed. Management said they did not envisage such a process and they would expect individual members of staff to indicate when the relevant number of acting days had passed.
The management have put forward a promotion proposal as follows in relation to the acting proposals:
"In terms of the promotion formula for those 'made up' we would work broadly on the premise of moving peoples salary to 110-115% of the new salary range or an increase of £500 which ever is the lesser. We would also need to apply some discretion based on peoples skills and level of experience and there may be some cases where individuals receive more than this amount. This is the current practice across the areas.
In addition those that are currently acting and made substantive would have their acting pay consolidated into their basic pay and be considered for subsequent growth in job payments in the usual way."
The union side said it was difficult to put the proposals in context without the raw data requested at the last meeting being supplied.
During the meeting the following information was supplied in relation to London Operations financial year ERR (Extra Responsibly Reward) spend for short term acting:
| Area | £ pa |
| Studios | £43,389 |
| OBs | £11,355 |
| Post Production | £33,047 |
| All London Ops total | £92,283 |
The reason for the difference between London Operations total, and the sum of the three areas shown above, is due to other areas such as Technical Services. Management said that ERR was evenly distributed across London Operations, and that the London Operations total figure was 0.015% of the salary bill.
Management were asked, given the relatively small amount, what is the problem with the current ERR system, and is there hidden costs attached to the payments? They said that there was no problem with hidden costs, with no great scope for further administration savings in this area, and that the reason for the proposal was more cultural, with management wishing to move to a position as an organisation to have more all inclusive payments.
Further information sought at the last meeting was still awaited - ie staffing figures and current vacancies.
Studios
The question of the three year period for an individual carrying out paid acting before being considered for promotion, proposed at the last meeting, was questioned by the union team. In some areas, where such acting was as a result of production requests, it was questioned if the local management wanted promotion in effect carried out by other departments.
In response management amended their proposals so that a review for promotion would take place after two years, rather than three as originally proposed.
Post Production
It was questioned how payments would be activated for Editors under the proposals made at the last meeting. It was also questioned how individuals Editors would move to substantive positions from attachment. The management said they believed the initial selection process for obtaining attachments in the first place was 'open and robust'.
Television OBs
It was questioned how the posts proposed to be filled on a substantive basis at the last meeting would be implemented. Management said that they proposed that one Camera Supervisor be filled without competition due the length if time that acting had been carried out by individual, and that the other posts be filled be competitive board.
A review of the implementation of the proposals was sought after 12 months of their introduction. The management that they had no problem such a formal review be carried out at this stage.
Radio OBs
The outcome of the staffing review referred to at the last meeting was sought by the union-side. Management said that as a result of the review they proposed to increase the number of Senior Sound Supervisors from three to five.
Studio Lighting and Engineering
Concern was expressed by the union team that management recently where changing their position from the one recorded in correspondence during the main Oakland negotiations towards the end of last year. See the previous item for details. It is worth noting here that the two additional Lighting Director positions proposed under acting take into account two Lighting Director retirements scheduled for later this year.
It was agreed to arrange a Local meeting to discuss this issue.
Base
In the original London Operations Oakland proposals Television Centre was intended as the Base for all areas.
At the meeting management proposed a change in this policy:
- To propose Kendal Avenue as the Base for Television OBs (the original Base).
- For Radio OBs to propose Kendal Avenue or Broadcasting House (the original Base).
Conclusion
It was agreed to meet again within four weeks to continue discussion following union consideration of the amended proposals.
In the meantime members with views on the above should provide feedback to the Branch as soon as possible.
This item originally appeared on the TV25 website.