The following proposals were made at a metting between London Operations management and BECTU Reps on 3 April 2001, with some aspects subsequqntly confirmed in writing.

The proposals have been tabled against the background of current industrial action which includes members not carrying out short term acting in protest against the unagreed removal of related ERR payments.

The proposals have been put forward for consideration by Branches across London Operations - in the meantime the industrial action continues.

Management said the proposals have been put forward to reduce the requirement for short term acting. They said the proposals differed in each area because of differing requirements.

Outside Broadcasts

In Television OBs management said there was 'not much demand' for short term acting.

They said the main area was Camera staff acting into Camera Supervisor positions for PSC duties. They said they propose to withdraw from ad hoc PSC work as it was not proving financial viable - they said they could provide such a service if required by the use of freelances. However PSC for ongoing arrangements with such departments as Sport would continue.

They said in Television OBs one Cameraman had been acting Camera Supervisor for two years, which they planned to make a permanent appointment; and that three Engineers had been acting as Vision Control and Maintenance Supervisors for a year, from which they proposed the make 2 or 3 permanent appointments.

In Sound they said a number of Sound Operator posts had been made into Deputy Sound Supervisor posts as part of the Oakland negotiations - they therefore did not propose any change in Sound category numbers. In Rigging management said there was no acting carried out.

In Communications management proposed to offer 3 Communications Supervisor attachments for 6 months.

In Radio OBs management pointed out all staff were at the Sound Supervisor level. They had no proposals at this time, but were carrying out a review to see if there was a need for more Senior Sound Supervisors - they expected to reach a conclusion in about a months time.

Post Production

In Post Production management proposed to 'continue to offer acting attachments as Editors on a 6 monthly basis, with all positions being filled by competitive boards'.

Those on attachment will have their attachments extended provided they have achieved a minimum of two thirds of their available time 'generating Editor revenue'. Staff 'will then have the opportunity to compete for permanent Editor positions as part of the annual review of editing requirements'. They have said that if this criteria is maintained then acting Editors would be made substantive after a maximum of 2 years.

Management subsequently to the meeting made the following statement in relation to Post Production: 'opportunities for some short term acting will continue to give career opportunities to Assistants. If required to act for 3 months or more then an acting attachment would be offered. Similarly if an Assistant is achieving 2/3rds of their available time generating Editor revenue they will be also offered an attachment to Editor'.

Studios

Management confirmed the proposals outlined in early March:

A number of clarifications were given by management in answer to questions on the above:

1. The reason for the '50% acting promotion' proposal was that there was often a degree of 'customer preference' - eg a particular individual may have been requested to be a acting Supervisor for a specific production for two days a week.
2. The '50% acting promotion' would involve acting for six months a year but that the payment would not be as much as for 'permanent acting promotion'.
3. If staff carrying out '50% acting promotion' ended up carrying out such duties for more than 50% of the time then additional compensation would be provided - however this would not be on a daily basis.
4. There were two reasons for proposing five 'permanent acting promotion' positions in Sound:
   • That it 'might not be same people for ever' in the positions.
   • That there had not been much craft career development in recent years and that these positions would be available as career developmental opportunities.
5. The four 'permanent acting promotion' positions shown in Studio Engineering were against the Studio Resource Engineer (SRE) positions in TC9.