The new framework of agreement as shown below is currently still under negotiation and not yet agreed due to two sticking points on the defintion of 'business area' ( Schedule 2, section 2.3) and the interpretation of how reserve staff duties can be varied (Schedule 2, section 4).

Managements belief is that the 'Business area' should be defined as the whole line and your Union are arguing it should only relate to the groups either side of you home group.

With the Variation to reserve staff duties Management are adament that reserve staff can have their duties changed by any amount of time with only 24 hours notice! Obviously we (your Union reps) are vehemently against this and beleive the duty can only be change in the same circumstances as resident staff i.e 2 hours either side of start time but the difference being the amount on notice that needs to be given 7 days for resident and 24 hours for reserve but by only 2 hours either way of start time. Reserve staff are not 'on call' and there are many reasons why we'd never agree to these terms for reasons as obvious as our work life balance ,childcare issues, medical appointments that members arrange outside of their working hours. Any member of staff who has these duties changed in these circumstances should refer their managers to the opening paragraph of section 4 'variations to duties' and insist that the whole content is adhered to.

Version 24 March 2010
LONDON UNDERGROUND LIMITED
Framework Agreement for Station Staffing
This agreement specifies the arrangements for the staffing of stations operated by London Underground Limited and is supplementary to the Company's agreed principles of employment.
1 Schedules to This Agreement
The schedules numbered 1 to 7 to this agreement specify the arrangements which apply to staff employed by London Underground Limited in full-time and part-time posts to operate stations owned by London Underground Limited or operated by them on behalf of other owners (NR/DLR).
Schedule No. Title
1 Job Roles, Job Licences and Medical Standards
2 Staff Deployment
3 Part Time Staff
4 Rostering Parameters
5 Annual Leave
6 Displacement of Staff
7 Arrangements for Transfer & Promotion
(10) 090310 Version 24 Station Staff Framework Agreement Preface
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(10) 090310 Version 24 Station Staff Framework Agreement Preface
2 Definitions
In the schedules numbered 1 to 7 of this agreement the following definitions apply.
Term Meaning
Company London Underground Limited
Group Station Manager The person authorised by the
Company to manage a number of
the Company's stations.
Duty Station Manager The person normally delegated to
act on the Group Station Manager's
behalf.
Full-Time Staff Staff employed on contracts covering the full contractual hours of posts in the stations' structure.
Part-Time Staff Staff employed on contracts covering less than the full contractual hours of posts in the stations' structure.
3 Special Note
Managers and staff representatives concerned with the operation of this Agreement must relate the provisions to minutes of relevant Functional Committee/Council Meetings which provide background to the content of the Framework Agreement.

Version 24 March 2010, Schedule 1
LONDON UNDERGROUND LIMITED
Framework Agreement for Station Staffing
Schedule No.1 - Job Roles, Job Licences and Medical Standards
This schedule specifies the types of job required for the operation of the Company's Stations.
1 Manager responsible for Station Staff
The Manager responsible for station staff on each group of stations is the Group Station Manager or his/her delegated representative, normally a Duty Station Manager, when the Group Station Manager is not on duty. The Group Station Manager will decide on all matters concerning each employee's deployment and performance in accordance with the Company's policies, rules and procedures and the other schedules of this agreement.
2 Station Supervisor
2.1 The Station Supervisor will be in charge of the operation of the station to which they are deployed at any time, reporting to and taking instructions from the Duty Station Manager or Group Station Manager as appropriate to the circumstances at the time. When a manager or another supervisor assumes authority the transfer of responsibility will be recorded in writing.
2.2 Whilst on duty the Station Supervisor will be responsible on the Company's behalf for:
• the supervision of all Station Staff, Customers, Visitors, Tenants, Contractors and train staff when booking on duty at specified locations.
• all physical assets which comprise the station;
• the performance to Company standards, in accordance with Company rules
and procedures, of all activities required for the safe and efficient operation of
the station.
2.3 Where more than one Supervisor is on duty at the same time, one Station Supervisor will be rostered as the Person-in-Charge and the other Station Supervisor(s) will report to the Person-in-Charge.
2.4 Station Supervisors will be required to undertake all tasks for which they hold licences, as appropriate to the duties to which they are rostered or assigned and must hold a licence for ticket office operations if appointed after 12th December 1995. Supervisors will be required to exercise discretion as to whether they operate ticket offices or discharge other duties but may be expected to justify their decision.
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3 Customer Service Assistant (CSAs, SAMFs, SACRs)
3.1 CSAs will assist the Station Supervisor in carrying out the activities necessary for the safe and efficient operation of the station to Company standards, in accordance with Company rules and procedures and will report to and take instructions from the Station Supervisor.
3.2 CSAs will be required to provide assistance to customers, their Supervisor, and to other staff and to help safeguard the safety and security of all persons and property legitimately on the station and the physical assets which comprise the station.
3.3 CSAs will be required to undertake all tasks for which they hold licences, as appropriate to the duties for which they are rostered or assigned and will coach other CSAs when qualified to do so.
4. Job Licences
4.1 In accordance with the Principles for Job Licensing, Station Supervisors and Customer Service Assistants will be required to hold a core job licence needed to do their job, with additional competencies as relevant to the characteristics of the station or stations at which they are required to work.
4.2 The performance of station staff will be assessed on a regular basis, by an accredited assessor. Where an employee's performance falls short of Company Standards, the Manager responsible will arrange appropriate counselling, training or coaching.
4.3 The core job licences and additional competencies held will be continually assessed in accordance with Competence Assurance. Special help and training will be given to enable staff to successfully revalidate licences if necessary.
5. Medical Standards
All station staff will be required to comply with the principles for medical standards (as set out in "The Agreement for Operational Staff and Operational Managers" dated 22nd October 1992 and subsequent amendments). Under the Disability Discrimination Act 1995 and subsequent amendments, reasonable adjustments at the home location will be explored and if necessary thereafter, at other locations within the Company.

Version 24 March 2010, Schedule 2
LONDON UNDERGROUND LIMITED
Framework Agreement for Station Staffing
Schedule No. 2 - Staff Deployment
This schedule specifies how station staff are deployed to deliver customer requirements and achieve effective team working at each station within a group of stations managed by a Group Station Manager.
1 Resident Staff
1.1
Resident staff will work at a specific station in accordance with the rosters and duty schedules determined in accordance with the rostering parameters set out in Schedule 4 of this Agreement. Where specifically required some rosters may include either complete or part shifts at other stations within the group.
1.2
Resident staff will occasionally be required to work at other stations within their group of stations. They may also be requested, with their agreement, to work at other stations in any job for which they hold the relevant licences.
1.3
In order to facilitate meal break coverage, staff will be required to work at any station within their group.
2 Cover Staff
2.1 Cover staff will normally be deployed on a group to cover the absence from duty for whatever reason of any other station staff, as required by their Supervisor or Manager.
2.2 Cover staff will be provided with 28 days Notice of Duties and Rest Days.
2.3 Cover staff will occasionally be required to work at any station within the business area or be requested, with their agreement, to work at other stations in any job for which they hold the necessary licences in accordance with the rostering arrangements decided by the Group Station Manager, or in any individual shift by the supervisor or manager on duty at the time.
2.4 The hours worked by cover staff will be accumulated over a twelve week period. Hours worked in excess of contractual hours will be paid at the appropriate overtime rate. Where hours worked in the twelve week period are less than contractual hours, the shortage will be carried over to be worked in the following twelve week period. No more than 8 hours may be carried over. At the end of each 12 weekly cycle, Cover Staff will be advised in writing of any hours worked below or in excess of contractual hours.
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3. Booking On And Off Duty
3.1 Resident and cover staff will book on and book off duty at the station(s) they are rostered to work at, provided that they have been notified of the station concerned by the end of their preceding working shift. Where this is not the case, they will book on duty at their home station and travel within the shift to the station(s) they are required to work at by their Supervisor or Manager. They will then book off duty at the station where their shift finishes or at their home station by agreement with their Group Station Manager, recognising that any travelling will be in Company time.
3.2 Where the provisions of this Schedule mean that the employee will have to travel to or from work at times when public transport is not available, then the employee concerned will be allowed short notice booking of existing staff travel facilities or other travel facilities agreed by the relevant parties.
4. Variation To Duties.
Variations to duties to take account of special events, possessions, unanticipated sickness or absence etc., will be decided by the Group Station Manager in consultation with the staff and staff representatives concerned. Changes to duties will be as shown below:
4.1 For resident staff duty start times may be varied by up to 2 hours earlier or later than the rostered start times normally with one week's notice of the change. Where special events require, less notice may be given.
4.2 For cover staff, duties may only be changed with 24 hours notice in the circumstances described above and wherever possible by mutual agreement.
4.3 Mutual changeovers of duties and rest days, must normally be advised in writing to the Group Station Manager one week in advance and once authorised, must be honoured.
In exceptional circumstances, one shift's notice will suffice. Changes must comply with Duty Roster parameters.
5. Overtime
5.1 Overtime will from time to time be required to meet the exigencies of the service, but will normally be worked by mutual agreement between the member of staff and the Group Station Manager or their delegated representative. Should overtime working be necessary it will be rotated amongst the staff concerned.
5.2 If a member of staff has been allocated approved overtime and it is no longer required, the staff member must be notified at least 24 hours before the start of the allocated overtime, otherwise the member of staff should report for duty as previously agreed to work to the GSM’s instructions.
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If a member of staff has been allocated approved overtime and subsequently finds they can no longer do it, they must give their Group Station Manager 24 hours notice. Failure to do so may result in them being debarred from doing overtime for the following 28 days.
5.3 In unusual or emergency situations, staff may work no more than two consecutive shifts to a maximum of 18 hours only. This must be followed by a 12 hour break and this must not occur more than once in any 28 day rolling period.
5.4. As a guideline full time staff will not be expected to work more than 30% in excess of their contractual hours in any four week period.
6 Selection Of Staff For Work In A Higher Paid Job
6.1 Selection of staff to work in a higher paid job at the station or within the Group will be on the basis of the availability of suitably licensed staff for the shift(s) concerned. And on a rotational basis of available staff.
6.2 A member of staff who holds a Core Supervisory licence, but works on a Group consisting of SS1 positions only, may be permitted with their agreement, to cover Supervisor positions on any other Group in the business area. However, that member of staff will only work in a higher paid job whilst on that Group.

Version 24 March 2010, Schedule 3
LONDON UNDERGROUND LIMITED
Framework Agreement for Station Staffing
Schedule No.3 – Part Time Staff
1.
Employment of Part Time Staff
1.1. Part-time posts will be at the same grades and pro-rata rates of pay as full-time staff.
1.2. No employee will be allowed to hold simultaneously a full-time and a part-time contract of employment with the Company.
1.3. Where employees change from part-time employment to full-time employment without a break the employment will be considered as continuous with accumulated service entitlement calculated on a pro-rata basis.
1.4. Full-time staff who have chosen to become part-time employees will be able to return to full-time employment, in accordance with the provisions in Schedule 7. Where the change takes place without a break the employment will be considered as continuous and accumulated.
1.5.
Part-time employees will be treated equitably with full-time staff in respect of terms and conditions of employment and will have the same rights in relation to Trade Union representation, discipline and individual grievances.
2.
Deployment of Part-Time Staff
2.1. Monday to Friday Staff
All Monday to Friday staff whose employment commenced after 1st August 2005 are contracted to work a 20 hour week either early or late shift within the following windows:
Early 0600 to 1200
Late 1500 to 2100
For Group Cover part time staff, this may mean for the early turn, working one day from 0600-1000, the following day working 0800-1200 and then 0700-1100 the following day. However, a rostered duty will always be four hours within the 0600-1200 time period.
Similar arrangements for late turn Group Cover staff would apply between 1500 and 2100
Although staff will normally be employed on a four hour specific duty, changes in customer demand may require hours to be adjusted within the early and late windows described above.
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(10) 090310 Version 24 Station Staff Framework Agreement Schedule 3
2.2 Weekend Staff
Staff will work variable hours according to the business need of the location where they are rostered.
They will normally be rostered to work between 14 and 20 hours over 2 shifts.

Version 24 March 2010, Schedule 4
LONDON UNDERGROUND LIMITED
Framework Agreement for Station Staffing
Schedule No.4 – Rostering Parameters
This schedule specifies the principle parameters to be used when Group Station Managers, staff and staff representatives consider new or changed rosters.
1. Rosters and any changes to them must comply with the following parameters.
1.1 Minimises the unsocial aspects of shift working whilst covering the business requirements incurring no extra cost to the Company.
1.2 They must discharge the contractual hours.
1.3 No deterioration in safety or service for customers or staff.
1.1
Locally requested changes must be agreed by appropriate proportion of staff participating in the roster.
1.5 Adequate provision for training and development activity.
(10) 090310 Version 24 Station Staff Framework Agreement Schedule 4
Version 24 March 2010, Schedule 4
2. Duty Rosters
2.1 Rosters and any changes to them will be decided by the Group Station Manager in consultation with the staff and staff representatives concerned in accordance with this schedule and published at least 28 days in advance of the effective date of introduction. Rosters will be determined within the maximum and minimum parameters specified below and must discharge the agreed contractual hours.
Parameter
Full Time Staff
Part Time Staff Monday-Friday
Part Time Staff Weekend
Notes
Minimum Shift Lengths
4½ hours
4 hours
4½ hours
1
Maximum Shift Lengths
10 hours Mon-Sat12 hours Sundays
4 hours
10 hours Saturdays12 hours Sundays
1
Rostered Meal Break Duration
30 mins
Not Applicable
30 mins
2
Maximum spell of duty without a break:
5 hours
3
Minimum period between duties:
12 hours
4
Maximum number of consecutive rostered working days:
7
5
2
5
Average Rostered hours per week:
37½ hours
20
Various
6 / 7
Average rostered working days per week:
5
5
2
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(10) 090310 Version 24 Station Staff Framework Agreement Schedule 4
Notes
1)
May be reduced to 4 hours where required to aid roster balance.
Shift length refers to book on and book off times including unpaid meal reliefs.
2)
During traffic hours all Supervisors and Customer Service Assistants working a shift longer than 5 hours will be provided with an uninterrupted meal break, which may be taken off the station premises. If as a result of an unforeseen situation, the meal break is interrupted, the meal break may be taken later in the shift provided the re-scheduled meal break falls within the maximum 5 hour spell or staff will be paid overtime.
When work is undertaken during Engineering Hours Supervisors will be provided with an uninterrupted meal break to be taken on site provided meal break times are properly publicised. When no work is being carried out during Engineering Hours Supervisors may take an off site meal break provided the Line Service Manager, Duty Manager and adjacent Stations are informed.
3)
Staff working shifts lengths in excess of 10 hours 30 minutes will have two 30 minute meal break periods included in the shift.
4)
The minimum period between duties may, exceptionally, be reduced to 10 hours and 8 hours in an
emergency situation.
5)
Staff may be rostered to work 8 consecutive shifts to facilitate the provision of long weekend rest periods or to minimise split rest periods during the week.
6)
As from 5th February 2006, Station Staff are contracted to work 35 hours per week, but actually work 37.5 hours; 2.5 hours of which, are Banked.
7)
In all cases, full time rosters will not be for less than 30 hours or for more than 45 hours in any rostered week (Sunday to Saturday).

Version 24 March 2010, Schedule 5
LONDON UNDERGROUND LIMITED
Framework Agreement for Station Staffing
Schedule No.5 – Annual Leave
5.1 Leave allocation for the following year will be published by November 30th
and leave must be cleared by the last Saturday in February following the leave year.
5.2 Annual Leave is calculated by multiplying the average rostered number of days / shifts per week by 7.4 rounded to the nearest whole number.
5.3 Annual Leave will be rostered as follows:-
Full Time Staff
Early Winter
Commencing the last Sunday in February 5 X 1 week blocks
(AL)
Spring
Commencing 5 weeks later 5 X 2 week blocks
(AL)
Summer
Commencing 10 weeks later 5 X 3 week blocks
(AL)
Autumn
Commencing 15 weeks later 5 X 2 week blocks
(1 week AL & 1 week BRD’s)
Late Winter One
Commencing 10 weeks later 5 X 1 week blocks
(BRD’s)
Late Winter Two
Commencing 5 weeks later 5 X 1 week blocks
(BRD’s)
Part Time Staff
Spring
Commencing last Sunday in February 7 X 2 week blocks
(AL)
Summer
Commencing 14 weeks later 7 X 3 week blocks
(AL)
Autumn
Commencing 21 weeks later 7 X 1 week blocks
(AL)
Winter
Commencing 7 weeks later 7 X 1 week blocks
(AL)
(10) 090310 Version 24 Station Staff Framework Agreement Schedule 5
Version 24 March 2010, Schedule 5
(10) 090310 Version 24 Station Staff Framework Agreement Schedule 5
5.3.1 Part time staff who work weekends can start their one week annual leave on a Saturday in order for them to have a complete weekend’s leave. Staff should give the GSM 6 weeks notice if they require their one week Autumn or Winter Leave to commence on a Saturday.
5.4 Staff are reminded that these allocated blocks do not preclude staff from applying for odd days which will be granted subject to local cover being available. Any shortfall in entitlement will be deducted from the final allocated block/s.
5.5 Mutual change-overs of rostered leave periods must be notified at least 6 weeks in advance and approved by the Group Station Manager. Staff may apply for vacant leave periods.
5.6 Staff transferred or promoted into a group will be allocated to a vacant position within the Annual Leave roster for the following year for the Group. Existing Annual Leave arrangements will be honoured.
5.7 Staff requiring continuous leave over one week in duration not in accordance with the arrangements above, may apply in writing to their Group Station Manager. Applications must be received by 30th June for such leave in January - June of the following year and by 30th November for such leave in July-December of the following year. Preference will be given to those applicants who have not made use of this facility in previous years. Those who have made use of it most recently will be given the lowest priority.
5.8 Annual leave weeks are rostered from Sunday to Saturday, including Rest Days (7 Days). Staff are not allowed to work additional shifts or overtime at any point during rostered annual leave.

Version 24 March 2010, Schedule 6
LONDON UNDERGROUND LIMITED
Framework Agreement for Station Staffing
Schedule No. 6 - Displacement of Staff
This schedule specifies the arrangements for staff who are displaced from their positions and should be read in conjunction with Schedule 7, Arrangements for Transfer and Promotion.
6.1 Staff will be displaced to a job at the same grade or a job at a lower grade following consultation with the Trades Unions whenever:
6.1.1 A station ceases to operate for a temporary period of time.
6.1.2 The number of full-time or part-time posts at a specified grade and location are reduced. In such cases staff will be displaced on a last in first out basis and will retain a priority move back to the grade and location from which they have been displaced.
6.1.3 Staff fail to attain additional skills endorsements to perform the job at the location concerned. If displacement is to a lower grade, staff will have a priority move back to the grade from which they were displaced which does not require the additional skills endorsements.
6.1.4 Staff no longer meet the medical standards for the job and where no reasonable adjustments can be made.
6.1.5 Staff fail to reach the required standard on licence revalidation.
6.2 In all cases staff will be counselled by the Group Station Manager and treated in accordance with the Principles of Employment, as set out in the agreement for Operational Staff and Operational Managers, dated 22nd October 1992 and subsequent updates. Contractual protection of earnings will apply in circumstances covered by 6.1.1, 6.1.2, 6.1.3 and 6.1.4 above.

Version 24 March 2010, Schedule 7
LONDON UNDERGROUND LIMITED
Framework Agreement for Station Staffing
Schedule No. 7 – Arrangements for Transfer and Promotion
This system is administered by Operations Resourcing.
A.
Definitions
A TRANSFER is a move to an equivalent or lower graded post.
A PROMOTION is a move to a post with a higher salary rate, excepting same grade moves from part to full time which are transfers.
TRAINING WAITING LIST is a list of people who have been successful at pre assessment and are awaiting training
B.
General Principles
1.
Waiting lists are created for all posts to indicate to Operations Resourcing whom they will place in vacancies.
2.
Staff are permitted to nominate for posts provided they possess the necessary core competency for the grade; or in the case of CSA (CR) passed the relevant pre-assessment.
3.
Staff are placed in vacancies in date of nomination order from a waiting list comprising the names of those eligible staff who wish to transfer or gain promotion to that particular job and location.
4.
Staff can transfer only once every 12 months but can be promoted at any time.
5.
A part time member of staff may nominate for full time positions on the nomination form in accordance with the rules in Section C but with the following proviso: Transfer to a full time post can only be after a minimum of 12 months in position as a part timer.
6.
A full time member of staff may nominate and move to part time within 12 months of a previous nomination. Upon transfer to a part time position the member of staff may not nominate or transfer within their grade to any other location within 12 months.
(10) 090310 Version 24 Station Staff FRamework Agreement Schedule 7 Page 1
Version 24 March 2010, Schedule 7
C.
Operation
C.1 Nomination Rules
1.1 There is no limit on the number of transfer or promotional nominations.
1.2 Transfer nominations may only be submitted once every 12 months, except following a move.
1.3 A change in nominations from full to part time or part time to full time is considered an addition and will therefore only be allowed once every 12 months
1.4 All nominations submitted on one date will overwrite any previous nominations held. This must include previous nominations if required, which will retain original date of application.
1.5 Staff may only submit promotional nominations for grades which they are eligible to nominate. Staff’s eligibility will be determined by the Training Waiting List (TWL) once everybody ahead of a particular applicant has had the opportunity to be trained, that applicant will be eligible to nominate for that grade. This eligibility will be advertised in the Traffic Circular, alongside an Initial Nomination date.
1.6 The Initial Nomination date is the earliest date a member of staff may submit nominations for a particular grade. If nominations are entered on this date, it becomes the staff member’s new nomination anniversary. At this time they will be allowed to add transfer nominations, and must renominate any existing nominations they wish to keep. After an Initial Nomination, staff may not nominate for 12 months.
1.7 Completed nomination forms must be returned to a GSM’s Assistant who will check eligibility to nominate and forward to Operations Resourcing. The original form must be kept in the relevant staff file and a copy given to the member of staff as a receipt.
1.8 Operations Resourcing will carry out the following compulsory checks:
(i)
That the member of staff is eligible to nominate for that grade.
(ii)
That no nomination form has been submitted in the last 12 months.
1.9 After a move, all nominations will be cancelled automatically. If the member of staff wishes to keep any of their previous nominations they must resubmit all relevant nomination forms in the 28 days following their move. This will ensure that they remain in the same position on those waiting lists.
1.10 New nominations may be added at re-nomination stage. If new nominations are added then the member of staff will not be eligible to nominate for a further 12 months from the date of re-nomination.
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Version 24 March 2010, Schedule 7
1.11 Cancellation of nomination:
(i)
Nominations may be cancelled at any time by submitting a signed Cancellation of Nomination form and returning it to their GSM Assistant who will forward it to Operations Resourcing. The original form must be kept in the relevant staff file and a copy given to the member of staff as a receipt.
(ii)
They cannot be replaced by others unless the previous nomination was submitted more than 12 months earlier.
(iii)
The cancellation form for a nomination must be submitted before a Notification of Movement is generated. Receipt of cancellation must be held by member of staff
1.12 It is the responsibility of the member of staff to ensure that their nominations are up to date and accurate. GSM Assistants are able to advise members of staff on this
C 2 Filling Vacancies
2.1 When filling a vacancy Operations Resourcing will refer to the nomination waiting list for that position to see who is top and then generate a Notification of Movement form which will be sent to the current GSM indicating that the member of staff will move to the position after 28 days.
2.2 In the event of the member of staff being on Annual Leave or not having up to date licences then a revised movement date will be created.
2.3 Normally, when an employee is unable to take up a vacancy immediately because of long term sickness (28 days or more) or absence or is debarred by a specific decision of a CDI then taking into account factors such as availability to carry out the role, Operations Resourcing will decide whether the move will take place. If the move does not take place then;
(i)
the member of staff concerned will retain their position on the nomination waiting list
(ii)
the post will be filled by the next available person on the nomination waiting list
2.4 The sending GSM is accountable for ensuring that the personal records of the staff member arrive safely with the receiving GSM without a breach of confidentiality and within 7 days of the move taking place.
2.5 The receiving GSM is accountable for ensuring that the additional competencies and practical knowledge needed are up to the required standard for the new location, and provide any training necessary.
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C3 Difficult to fill locations (Greenford Agreement)
3.1 If everybody on a nomination waiting list is unavailable to move due to the 12 month bar on movement, the position will be given to the person who would have been considered but for the bar. People considered on this basis may only make such a move once in a 12 month period.
3.2 If there is no nomination waiting list for a position, a general advert will be placed in the Traffic Circular.
3.3. In very exceptional circumstances, in which a number of vacancies on a Group are proving difficult to fill, it may, by Functional Council, be declared a priority location. In this case, the following agreement applies (The Greenford Agreement), staff may be offered the vacancy (working in turn down the TWL) and be trained out of turn. If they accept:
(i)
They will not be displaceable
(ii)
They will not be able to move for at least 12 months.
(iii)
If they were to receive an initial nomination form within that period, they could have their nominations inputted, but could not take either transfer or promotion earlier than 12 months from the date they substantively filled the above vacancy.
3.4 If all the above steps are unsuccessful at filling a vacancy, the position will be offered out to all TfL employees whose circumstances have not been covered in paragraphs 1, 2 and 3.
3.5 Finally, should all TfL advertisements fail to produce a suitable candidate, the position will be advertised externally.
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D Exceptions
1.
Where a move needs to take place outside the normal transfer and promotion arrangements, this will be discussed by the Movements Committee, a subgroup of Stations Functional Committee comprising management and staff side representatives.
2.
If an RCI holding Supervisor Core licence wishes to nominate for SS2, SS3 or SSMF positions, they must submit a request to their RCM. A “Ghost Entry” will be added to the bottom of the Station Supervisor Training Waiting List in accordance with their date of application. The member of staff will be issued with an initial nomination form when they have reached the top of the TWL.
3.
Any Station Supervisor seeking promotion to SS1 must
(i)
Have been in a substantive Station Supervisor position for a minimum of 6 months
(ii)
be eligible to nominate a core supervisory position
(iii)
successfully pass the SS1 assessment
E Changes to Supplementary Competency Requirements
1.
Where supplementary competency requirements of a job change, staff in post will be given the opportunity to train and remain in post. Where new core competencies would be required those who failed to achieve the standard for selection and/or training would be displaced after 3 attempts.
2.
Where a location supervisory grade becomes multifunctional, SSs in place will be expected to gain the Ticket Office competency or be displaced.
3.
Where there is a change to the core competencies for a particular post the nomination waiting list will be revised. Only staff on the waiting list who already hold the necessary core competencies will remain on that list unless they request for their name to be removed. Other staff with the correct core competencies will be invited to nominate via a Traffic Circular advertisement.
4.
In all the above cases in section E, the 12 month rule on nomination revision does not apply.
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F Claims Procedure
1.
Should a staff member believe that someone else has been appointed to a post that they should have obtained then a claim should be made by memorandum to their current GSM who will investigate accordingly.
2.
Any ongoing disagreements over the application of the transfer and promotion system will be taken to the Movements committee a sub-committee of Stations Functional Council.
G Displaced staff
Displaced staff can claim priority and go to the top of the waiting lists, within 28 days of displacement, irrespective of the date of nomination. They must possess the appropriate core competencies, as explained below;
(i)
Displaced staff seeking to return to a grade or post from where they were displaced have one priority nomination back to the location they were displaced from, unless that post no longer exists, in which case they may choose one other location of the same grade on that group to be prioritised for.
(ii)
Displaced staff who have failed supplementary competencies on transfer or promotion and their previous post no longer exists, must nominate 5 locations at the same grade they were immediately prior to the need to gain the extra competencies and will be given priority for all of them.
(iii)
Displaced Supervisors who elect to remain at their current location when additional competencies are required and subsequently fail to obtain them, must nominate 5 locations at the grade they were immediately prior to the need to gain the extra competencies and will be given priority for all of them.
Staff who are displaced will be advised in writing by Operations Resourcing and will be placed into a position until one of their nominated positions becomes available.
Where there is more than one priority applicant the job will be filled in the same order as points (i) (ii) and (iii) above.