An Open Letter Seeking Support for Operations Managers and Facilities Managers
We are writing in support of operations managers and facilities managers employed by OCL.
Operations and facilities managers across OCL have collectively raised concerns regarding the way the recent change projects have been developed and implemented. Whilst individual outcomes differ, many staff believe the process has lacked the level of transparency, consultation and employee involvement that should accompany significant organisational change.
Importantly, this is not simply about pay.
Many of those colleagues have seen an increase in pay or otherwise benefited from the changes. However, they remain concerned about the principles and processes that have been followed and the impact these have had on trust, confidence and morale.
As colleagues working alongside operations managers and facilities managers, we have concerns that if this is what is happening to them it can happen to us and we have no faith in the current system.
Throughout the project, operations managers and facilities managers have raised concerns about:
- The lack of meaningful involvement of affected staff and recognised Trade Unions in developing revised job descriptions prior to job evaluation.
- Concerns that the responsibilities within the job description are too vast and are unachievable and potentially could lead to issues around capability.
- A lack of transparency in how decisions were reached and communicated.
- Significant reduction in salary for some staff with a lack of adequate pay protection arrangements.
- Questions regarding the methodology used to assimilate employees onto the new pay structure.
- The apparent failure to recognise the significant experience, knowledge and contribution of long-serving staff within assimilation outcomes.
Whilst OCL has provided explanations regarding aspects of the job evaluation and implementation process, many affected staff remain concerned about the overall approach taken and the impact this has had on workforce confidence. It also raises questions and concerns around equal pay and the potential for work of equal value claims.
We believe that when employees are affected by significant organisational change, they should have a genuine opportunity to help shape that change. Meaningful consultation should not be viewed as a procedural exercise but as an essential part of building trust, securing engagement and achieving successful outcomes.
Operations managers play a critical role in the success of our schools. Every day they manage operational services, compliance, health and safety, facilities, budgets, contracts and countless other responsibilities that allow schools to function effectively and efficiently. Meanwhile, facilities managers maintain a safe, functioning school environment, including responsibility for essential areas such as opening and closing of premises, health and safety, repair and upkeep. Both groups deserve to have confidence that decisions affecting their roles and careers are made fairly, transparently and with appropriate employee involvement.
That is why we are calling for:
- Greater transparency in organisational change processes.
- Meaningful employee and trade union involvement in decisions affecting roles and job design.
- A review of concerns relating to job evaluation and pay assimilation.
- Permanent and fair pay protection arrangements for all staff.
- Fair recognition of experience, expertise and contribution.
- A commitment to improved consultation and engagement in future organisational change projects.
This campaign is not about opposing change. It is about ensuring that change is delivered fairly, respectfully and collaboratively.
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