CRL Chelston Business Park, Wellington
Following the company’s announcement that it was closing a number of its distribution warehouses, including the Chelston depot in Wellington, the union wanted to ensure that the company were aware of the available support the team of ULRs and the lifelong learning agenda could provide during the difficult times ahead.
The union stressed the importance of continuing to provide employees with the opportunity to develop their skills and training in anticipation of the planned closure was a union priority.
Once the announcement was made that the site was to close during the spring of 2012, the learning committee set about planning how best to offer support; a review of the current situation was made, for example how many ULR vacancies there were, what was needed to update the Learning Centre and how could this be funded and what partner organisations would be appropriate to liaise with.
This depot has a proven track record of promoting learning and development within the workplace via the onsite learning centre. For example, the local project worker secured regional funding as part of the Skills for the Future project so that the learning centre equipment could be updated and bespoke courses could be provided. The company’s contribution included, redesigning the centre, including new work stations and computer chairs.
In order to disseminate the on-site learning opportunities on offer to all staff, a number of briefings were set up to accommodate the various shifts employees worked. Staff where fully briefed on the opportunities available, including; work related qualifications, updating existing qualifications and Information Advice and Guidance (IAG) sessions. Employees were also asked to complete a learning survey, which would feed into any subsequent learning plan.
During negotiations with the company, it was agreed that a contingency fund set aside to support the depots facing closure by the company would be used to provide the following:
- An increase in the number of ULRs on site
- Ongoing training and development would continue
- CV writing and interview workshops
- NVQs in Warehousing and Administration
- 1-2-1 IAG sessions were set up, and
- The company agreed to continue matched time off to attend Skills for Life courses
As part of the support offered to employees, the company also agreed to put forward £200 per employee as a contribution towards gaining employable skills. The money would be used to pay for courses running at local colleges for example; bookkeeping, plumbing, and even towards driving lessons.
The learning committee meets monthly and the ULR teams from both unions are working together to provide a co-ordinated approach to the delivery of training.
Without the additional funding from unionlearn and the Union Learning Fund (ULF) the development opportunities available to the employees at the depot would be minimal.
