The 319’s when new were a nightmare and just used to drop dead without any warning and recalls retired driver Ted Janes. He also recalls remember several occasions on arriving for routes at St Pancras finding not one 319 was running, on one occasion that this happened Ozzy (Laurie Osman), Harry Mitchell and Ted pissed off and enjoyed a day at Hendon RAF Museum instead.
DAVID TIMOTHY COLLECTION
BRIGHTON DRIVERS MICK PULLINGER, VIC SEXTON & GERRY AGGETT
319's started arriving in early 1988 and I'm amazed they lasted as long as they have, by the way when we were running guards training trips to London Bridge we used to get messages for a New Cross taxi firm over the radio, evidently we were tuned into their frequency and god knows what they thought if they received any of our messages.
Left ~ Right: Brighton ‘Tricky Link’ Drivers
Ron French, Bill Lipscombe, Les Smith & Freddie Bell
On training trips between Brighton and London Bridge
On another occasion I had to assist a 317 which had come to greif at Flitwick, neither off us had a clue how to get out of the predicament so we agreed as he had his own brake I would just shove him to Bedford so that's what we did! I had to come back pass and just caught the midnight from Vic.
Bernie Haynes had a pan go up coming down through Streatham on the overnight empties to Bedford and hit a bridge and I had one go up in platform four at Brighton minding my own business waiting to go to "the Walk" and also had one shut down cruising past Bedford home signal, that turned out to be the carbon on the pickup had disintegrated.
Courtsey of Ted Janes
DRIVER
BRIGHTON
LOCOMOTIVE JOURNAL
FEBRUARY 1988
DON'T PUSH YOUR LUCK
THE SOCIETY ExecutIve has warned the British Railways Board they face industrial disruption if they impose plans changes to the Machinery of Negotiation. The Board have told the unions they want to implement their plans by March 1989. At a meeting on 3 February, the board were told DON'T PUSH YOUR LUCK. Under the proposals, the Board want to scrap the Railway Staff National Tribunal and replace it with the non rail specialist Arbitration and Conciliation Service (ACAS) who would decide on pay and conditions of service in the industry. But ACAS know nothing about the industry, and unlike the RSNT, would have no opportunity to develop an understanding of the industry over a period of years..
The Board want to scrap Local Departmental Committees, the basic level of employee participation in the industry. LDC's will be replaced by one local staff rep who alone will negotiate and consult with the entire local management.
Under the proposals, Sectional Councils that each represent a grade of staff, will be scrapped and replaced with an all grades Area Council. The management will appoint the secretary of these council. The industry is bound to be harmed by the loss of the expertise of grade Sectional Councils.
Changes such as depot closures, rosters, and allocation of Sunday turns will be negotiated by the single local union rep and if there is no agreement, management can merely give 14 days notice and implement their decision.
"These proposals do not assist the industrial relations of the industry" said General Secretary Neil Milligan, "The intention is to pave the way for young macho managers to throw their weight about".
It these changes are imposed. he continued "they will lose the goodwill of the staff. This is a recipe for local, area and national conflict on a scale the industry has not seen for many years".
LOCOMOTIVE JOURNAL
FEBRUARY 1988
THE SHAPE OF THINGS TO COME?
Before the negotiations on the Traincrew Concept are concluded the BRB have thrown a spanner into the works with ill-thought-out proposals on the Machinery of Negotiation.
To pull a stunt like this in the middle of delicate negotiations on Traincrew Concept is utter crass stupidity.
Traincrew Concept is of importance to you all. On pages six and seven of the Journal you will find details of the latest proposals on Train- crew Concept. READ THEM.
Exposed
Just to keep you on your toes, next mo nth's issue will be analysing the proposals on the Machinery of Negotiation. This will include a humorous look. courtesy of a Society member. at the personal letter sent to you by your friendly Area Manager.
The Machinery proposals have a darker side. A danger- ous side. These will be ruth- lessly exposed.
If you are not quite exhausted by now. next month we will be featuring the Society's pay claim, which was put to the BRB only one day before this Journal went to press.
FROM THE GENERAL SECRETARY'S OFFICE
These latest proposals are the result of tens of meetings with the BRB, and a lot of hard negotiating.
We have succeeded in protecting the line of promotion for drivers. There is no longer a "suitability clause". Seniority is protected for all existing Footplate staff. PT and R priorities are protected. There will be no redundancies.
Putting it in a nutshell, the Traincrew Concept has changed from the 1986 proposals. We want all members to read the latest Traincrew Concept proposals carefully. They are of great importance to you.
The Locomotive Journal welcomes letters on the latest proposals.
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Set out are British Rail's original and their present set of proposals on Traincrew Rates of Pay. As can be seen there are a number of revisions which have emerged following further negotiations.
These proposed changes were in response to the Society's repeated representations. and as a result. BRB considered options on how they could improve the Rates of Pay of Drivers. bearing in mind that in the Board's opinion. there is little effect on Drivers in terms of increased productivity and/or increased responsibilities as a result of the proposed new arrangements.
In this regard, acceptance is sought that the High Speed Train Manning Agreement be altered in the following way:-
The High Speed Train Manning Agreement be revised to the effect that the current reference to 100 m.p.h. be replaced by 110 m.p.h. This amendment will allow generation of increased revenue through shorter journey times on certain West Coast main line and cross country service where 100 m.p.h. operation is not economic with the current agreement. This means that two drivers will only be needed at speeds in excess of 110 m.p.h. There will be no redundancies.
INCREASE
Should agreement be reaches, the BRB would be prepared to consolidate an amount equal to the Easement of Single Manning payment into the basic rate of pay for drivers. This means an increase of £8.40 per week on the basic rate for all drivers - this is subject to all enhancements.
As a consequence, the D.O.O. payment would be reduced to £6.32 per turn or part turn and the Mileage payment would similarly be decreased by £1.72 per turn.
Management have also offered to eliminate the Driver (Shunt) rate and place those Drivers currently working in that capacity on the full Driver (Train) rate. An immediate increase of £12.80.
Relief Drivers (18 years in the grade or 21 years in Line of Promotion) and Relief Drivers (10 years in the grade or 15 years Line of Promotion or 100 driving turns) have both increased form the original figures of £119.55 and £114.72 to £129.05 and £124.25 respectively.
The current rate of Traction Trainee of £92.20 will be increased to the Trainman (D) rate of £108..90 on passing out giving an immediate increase of £16.70.
EARNINGS
Management have further proposed to buy out the Guards' and Driver's Assistants; Mileage payments and are prepared to make a one off lump sum payment. This will be calculated on the basis of the difference over one year between the present Mileage payment received (calculated as a link average) and the average increased generated in total earnings of the new Traincrew grade in which accommodated, without any decrease in th proposed basic rate.
The proposed increase to the Minder Driver Allowance from £1.50 to £1.70 per turn is offered on the basis that they will be guaranteed their previous link earnings when preforming such duties.
There have been eight main areas of change since 1986:--
(1) The withdrawal of the proposed common line of promotion structure and the introduction of separate but parallel lines of promotion for Sectional Council " B " and Sectional Council "C" staff with a common grade of Trainman/ Trainwoman in each line. Full versatility of duties will apply for these grades.
(2) The withdrawal of the proposal of a direct promotional line to till' grade of Conductor from Sectional Council "A" Clerical Officer Grade I.
(3) The provision that upon the implementation of the "Traincrew Proposals" existing Guards. if found suitable, will be appointed to Conductor posts established at their depot. Also during the transition all existing suitable Guards will be able to indicate a preference to take future promotion to Driver when vacancies arise.
4) The promotional scheme for Drivers will be "all line" instead of Regional. Subject to an individual proving aptitude for Footplate work on entry into the line and passing the appropriate technical and medical examinations. then seniority will be the determining factor for progression through the Footplate Line of Promotion. (No suitability Clause.)
(5) Staff in the line of promotion to Driver would still be restricted to one lateral transfer per grade. although preference transfers (Clause 8(b) or 8(c) moves) registered by staff up to the date of the Board and Trade Unions signing an agreement, would be honoured.
(6) After implementation. Conductor and Senior Conductor vacancies would be advertised on "all line" basis. Selection to these posts would still be on the basis of suitability, performance and examination.
(7) There would be no change to the Variable Rostering arrangements for Drivers. All other traincrew grades would receive the variable rostering arrangements currently applicable to Guards.
( 8 ) In their 1986 Document , Management stipulated that all Traincrews would be subject to a biennial Rules and Regulations Examination. The requirement to take such an examination has now been deleted and in place of same Traincrews will be required to attend a biennial Rules. Regulations and Working Instructions review and update.
MEDICAL STANDARDS PROPOSALS
At the time of going to press, consideration is still being given to the proposals for visual and physical standards, and the Society has proposed the follow ing revisions to British Rail's initial proposals.
COLOUR VISION
British Rail - Normal colour vision will be required as assessed by the Ishihara Plates Test.
Society No exist ing Footplate staff can be failed on the Ishihara Test alone if they can pass the Edridge Green Lantern test.
British Rail have intimated that they will accept our proposals for existing Footplate staff.
SPD
British Rail -- When a signal has been passed at danger the Driver concerned will normally be relieved of responsible dut ies w hen one or more of the follow - ing conditions apply:
5.1 When a Driver is under the influence of drink or drugs or is obviously medically unfit.
5.2 The Driver is shocked by a particular incident.
5.3 The Driver has shown gross negligence.
A Driver will normally be sent for a medical examination when he/she has been removed from responsible duties or disputes the incident of passing a signal at danger.
GENERAL
Society - Any lowering of standards will not be sup- ported by the Society on the grounds of safe railway operation. Protection of earnings must be included in any revised arrangements when attending medicals ie. payments as per L.215.
BRIGHTON No. 1 & 2 BRANCHES
THE AMALGAMATION OF THE TWO BRANCHES
On the 9th of March 1988 a special joint branch meeting was held to dissolve the Brighton No. 1 (A.S.L.E.&F. Branch No.34 (Locomotive Drivers and Secondmen.) and Brighton No. 2 (A.S.L.E.&F. Branch No.35 (Electric Multiple Unit Drivers Brighton & West Worthing depots) branches and to once again form one A.S.L.E.&F. Branch for Brighton. This came about as a direct result of the rationalisation of the two Motive Power depots by British Rail. At this Special branch meeting, the creation of a new Branch was formed and to be known as the Brighton Branch (A.S.L.E.&F. Branch No.35). It was decided that all branch officers would have to be re-elected. Both of the existing branch secretaries Bro T. Fielding of No.1 & Bro. A. Ricketts of No. 2, had both decided not to re-stand for their old positions. Therefore a new branch secretary was sort after and this position was taken up by Bro C. Newton.
Chris Newton
Brighton Secretary 1988 - 2000.
With the two depots being amalgamated this brought together 153 drivers and the various training problems that were caused through this rationalisation programme. The Mixed Traction had 51 drivers and the E.M.U.T. had 102 drivers.
This was caused by having to amalgamate the driver’s seniorities from both depots and
placing the drivers into their correct link positions. The route knowledge at Brighton spanned
along the coast from Ore in the East to Salisbury in the West, far North as Bedford and to
Reading via Guildford and via Kensington and the Great Western main line.
All the Mixed Traction drivers had to learn the various forms of electrical multiple units.
Whilst a number of E.M.U.T. drivers had to learn the new 319 and the Thameslink route,
many also had to learn the various types of diesels and the associated routes as well. The new
Mixed Traction depot was to be made up of the following links sizes.
Link one would consist of 32 drivers which worked on all forms of traction and over all
routes.
Since the beginning of the Railways Enginemen have always regarded “seniority” as the
deciding factor as to what work they did. The more seniority you had gained as a Fireman and then Engineman the better and more varied work you would do.
This work has always been divided at Depots by means of men being grouped together in “Links” and progressing from the bottom Link with the most menial work to finally reaching the Top Link doing the most prestige and best paying work.
Motormen Depots on the South Coast did not operate this system and all Motormen would be in one Link doing the same work.
Link two would also consist of 32 drivers working on all forms of traction covering most of routes that was covered in the top link. Both of the top two links where made up of both M.T. & E.M.U.T. drivers with the driver’s seniority dictation which link a driver would be placed in.
The L211 link consists of the senior 24 E.M.U.T. drivers of which 22 where protected under the L211 agreement and a further 2 senior drivers. The additional 2 where do to retire at a similar time as the rest of the L211 drivers.
The fourth link was made up of three senior E.M.U.T, drivers who did not want to learn any
further routes or traction and the junior drivers from both depots. These drivers only worked
over the routes that the old E.M.U.T. depot worked over. The exception to this was the former M.T. drivers who still retained their route and traction as well as learning this links route and traction.
The allocated link was a eight manned link, that worked in and out of Brighton Lovers Walk
Maintenance Depot and round the triangle Brighton/Hove/Preston Park/Brighton which also
included the appropriate sidings and yards.
The restricted link was of 4 Drivers who only worked within the confines of Lovers Walk
Maintenance depot.
The smallest link was a 3 manned station pilot link that operated to the same criteria as the
allocated link.
There were 51 drivers requiring to be trained on E.M.U.T. traction and routes. In the top two
links 24 E.M.U.T. drivers had to learn all forms of diesels and the associated routes and
yards.
These figures where constantly going to change over the coming months as drivers retired
and drivers moved from the other junior links and taking up their rightful seniority position
within the depot.
LOCOMOTIVE JOURNAL
APRIL 1988
PAY UP FOR OUR PRODUCTIVITY
AND TACKLE PROBLEM OF OVERTIME WORKING
THE SOCIETY HAS ASKED FOR A WAGE INCREASE OF 12% WHICH WOULD MEAN £16.70 0N BASIC RATE OF PAY
The Society has put in a claim for a minimum 12 per cent rise in the basic rate of pay of drivers on British Rail. Increasing responsibilities and increasing productivity of drivers should be reflected in basic pay, and drivers should not be expected to have to work long hours to take home a fair wage the Board were told.
"The skills and responsibilities of drivers are not being matched in their pay packets" said General Secretary Neil Milligan. "The problem of low basic pay and long unsocial hours for drivers is a very real one, and it is time the problems were tackled" he said.
The union criticised BR for allowing significant financial savings from higher productivity to be lost to the railways through cuts in the Government Public Service Obligation grant.
"The time is long past" said Neil Milligan "for staff to be expected to subsidise an industry which is being run on a strictly commercial basis.
KEY STAFF
At the heart of thew Society's claim is that the BRB should direct its attention to the basic rate of pay rather than pointing to take home earnings. "It is recognised world wide that there is a need to limit the number of hours worked by key staff operating various forms of transport units and British Rail cannot be an exception," the Society submission states.
"Whilst it is recognised that from time to time operational delays are inevitable, rostered rest day and overtime working must be eliminated. They are dangerous practices not to be condoned by Management or staff and therefore earnings which arise from this source should not be taken into account in assessing the rates to be paid to footplate staff." the submission continues.
The pay claim points to the basic rates of pay of drivers of Heavy Goods Vehicles as being ready comparators.
In order to put drivers' earning in perspective, the Society drew attention to the weekly rate of a shell UK oil tanker driver which is £245.58 for a 37 1/2 hour week --£106.38 more than the British Rail train driver.
PRODUCTIVITY
Since 1975 drivers' basic rate of pay has fallen behind the Retail Price Index by 30.9%, yet during the same period productivity has markedly increased. During this period the number of footplate staff has fallen by 29.6% and passenger miles have increased by 1.9%.
OVERTIME
Since 1982, average earning have increased by a higher percentage than the basic rate of pay. This increase is, however, to a large extent attributable to the additional overtime and rest day working which followed the introduction of the Flexible Rostering Arrangements.
As part of the Flexible Rostering Arrangements, the basic working week was reduced from 40 to 39 hours. Whereas in 1980 an average of 4.4 hours overtime was being worked, in 1982 it was 5.7 hours and by 1987 it had risen to 7.4 hours.
The productivity of footplate staff which has been increasing so significantly, will continue to do so in the years ahead. In part it can be attributed to new working arrangements but principal factors are the introduction of new and more powerful traction units which enable service to run at higher speeds and to haul greater loads. Productivity which is now second only to holland in the European league table has rightly been applauded bt the Board's Chairman in the Boards Annual Reports.
It is in keeping with the Railway Board's present day approach for Business Managers to be the dominant figures in the railway hierarchy but no matter how efficient and influential they may be, the success of our industry will, to a large extent, be dependent upon those who take charge of the train when it is out on the track. The Traincrew Concept may set the platftern for future staffing of trains but there will be a need to ensure that rates of pay which are on offer will attract suitable persons to be trained to take charge of the new breeds of locomotives.
The Board cannot be complacent about it staffing policies. Drivers require a considerable period of training before becoming fully operative and a rate of pay which compare favourably with other transport workers is vital if appropriate staff are to be recruited.
A.S.L.E&F. recognises that the British Railways Board does not exist in a vacuum, unaffected by the financial pressures of a competitive world. But in doing so this Union expects the Board to recognise that its employees have to live in that world.
The Society members have made significant contributions to productivity but despite their efforts and co-operation, they have seen the financial savings lost to the railways through cuts in the P.S.O. Grant. We are aware of the difficulties facing the Board when it deals with the present Government but the time is long past for staff to be expected to subsidise an industry which is being run on a strictly commercial basis.
Despite the major contributions which my members have made to there modernisation of our industry, coupled with increasing responsibilities, the train drivers rate of pay continues to lag behind the Retail Price Index and falls far short of that of any reasonable comparator.
It has been stated frequently in the past that it is unsafe and imposes an unnecessary and unacceptable burden on drivers when they are required to work a considerable number of hours in excess of the 39 hours standard week. It is, therefore, incumbent on the British Railways Board to take steps in this pay round to move towards the introduction of a rate of pay which recognises the contribution made by a driver and the nature of the work that is required to be undertaken.
The present wage falls far short of what management in other industries considers is reasonable to pay their drivers and I repeat, the Society is looking to the Board to rectifying the position by offering to increase rates of pay by an amount in excess of 12 per cent.
IAIN BOND COLLECTION
Tunbridge Wells West Reunion 1988
Back Row L - R Unknown 1, Unknown 2, Vic Hodges Guard, Unknown 3,
Chris Wheeler Guard, Gerry Ellard Driver, Arthur Ashdown Driver, Don Thake Guard, Unknown 4, Mark Thake Guard, Unknown 5, Chris Exley Driver, Unknown 6, Unknown 7,
Front Unknown 8, John Carney Driver, Unknown 9, Rodney Simpson Driver, & Unknown 10
Horsham E.M.U.T. Seniority list February 1988
CHRIS EXLEY COLLECTION
Back Row Left - Right: Dave Pumfrey, Dickie Potts, Johnny Saunders, Peter Mantell,
Unknown. & Chris Exley
Front Row: Left - Right: Ernie Meeds, Alan Hardiman, Mick Bassett (Chief Traction
Inspector, Peter Staniford & Brian Young
Front Row L~ R: Russel Dare (Bognor (O.O.C.), Neal Cowdrey, Roy Swetman
& Freddie Goff.
Middle Row L~R: John Lucas (Norwood), Bill Lawrence, Bernie Hayne & Ron Rabbetts
Back Row L~R: Alfie Pelling, Peter Gambling, Brian Hobby (Instructor), Reg Jarrett
& Mick Neale (Horsham & Immingham)
LOCOMOTIVE JOURNAL
APRIL 1988
What the member of A.S.L.E.F wish to know is should an accident happen when a driver is acting as a “minder driver”, wo will stand before the Court? : the driver the BRB don’t trust to drive the train driver being paid £1.70p per turn to mind the inadequately trained driver?
All drivers know that when a driver is in full command of an efficient continuous brake, to bring a train smoothly to a stand within signals or platform limits is a feat which calls for very considerable skill.
There are so many variable facts involved: the speed and the weight of the training the condition of the running line.
Mistakes can be made.
Furthermore, should the mistake happen when the train is running up to danger signals, a permanent speed, etc., or into a terminus station the consequences could be fatal.
The £1.70p per turn which the BRB proposed to the sought after minder drivers cannot buy a good life cover policy.
I therefore, ask all “old deal” drivers and also the EC to think more deeply about what I have written. And please don’t be taken in by the BRB propaganda.
GEORGE E. CAULFIELD
EASTBOURNE BRANCH
---------
TERROR ON THE NON - STOP TRAIN
Driver's Report to Management
WHILE WORKING the 06.20 Dorking - Victoria train on November 12, while approaching Boxhill Station with caution I completely lost control of unit 5813 with no chance of stopping through sliding.
When I got control, 1/4 mile London side, I went with extreme caution to Leatherhead where I telephoned control and explained what had taken place, and that in my state I was in no condition to continue because I felt that the conditions and with a unit I had no controller my train.
This is not the first time I have had this frightening experience. On Saturday 8 November - 4 days ago -- I was working the 19.21 Victoria - Epsom Downs train when I had the most frightening experience of my whole railway career.
I had experienced no difficulty whatsoever from Victoria -- Banstead, but on approaching Epsom downs everything changed. On brake application the unit picked up its wheels and slid and slid.
the train was going faster under the home signal than when I first made my application way back. The way the unit was sliding and with all my effort to bring the wheels down failing, I never thought the unit was going to stop.
I was still not in control as I went through the diverging points for 1- 2 platform. 1was so sure in my mind that we would not stop I left the driver's scat ready to vacate if necessary, but ha lf way from the dive r ging points and No. I platform the wheels at last took a grip.
Immedaitely took control of the brake and in the end stopped as if the foregoing had been a bad dream. I was so relieved the tension drained out of me. We had stopped.
I had no more problems till I went to stop at Boxhill on the 23.49 Victoria -- Dorking I went right through just like today.
When today's incident happened, all the shock and tension of Saturday hit me. I was shaking. I realized how much danger I, as the Driver, the Guard and passengers were in. I just felt I could not go on driving these 455 units in these slippery conditions.
At this point I would like to make the observation that if Boxhill had been a red signal with a train in the next section, I could have been in a coffin instead of writing rigs report.Who would have got the blame?
Is it really necessary for people to be killed before action is taken? I hope not, I sincerity hope not.
LOCOMOTIVE JOURNAL
APRIL 1988
TIME TO FIGHT ON TRAINCREW
In an article on RSNT Decision 92 and the Traincrew Concept I finished my contribution by warning that we should all prepare for a future stand by foregoing the new television or holiday, for it was obvious that we should soon have to fight or capitulate as a union.
Well brothers and sisters, the time has arrived. The proposals before the EC on the review of the Negotiating and Consultative Procedures are potentially the most damaging ever entered into the Machinery.
What the Board wants is the end of any meaningful representation at LDC and Sectional Council level, and a national negotiation team ultimately bound bt arbitrary decisions. At local and council level we will be talking shop frustrated by a management that will implement decisions after 14 days, and an EC operating in the sure knowledge that RSNT decisions have rarely favoured the union’s cause.
We must now ensure the our union fights these proposals with every mean at it disposal, for we must not allow the Executive to operate as they did with decision 92. Our leaders told us while we were protesting on the Southern that we were not reflecting the majority view.
This was not borne out at the 1987 AAD when conference made it very clear what they thought of the executive’s handling of the case, and demanded a recall AAD before they would allow a signing of the Traincrew Concept. The delegates were very concerned with many aspects, not least the very proposals before us, that’s why they wanted a recall.
All the BRB has done is to separate the machinery of negotiation proposals from the Traincrew Concept proposals with the hope of steamrolling it through. Surely we are on to this tactic aren’t we? Surely we read the Monopolies Commission’s report.
My fear is that to sign the Traincrew proposals would be to throw away a weapon with which we can fight the Machinery of Negotiation proposals. We should refuse to sign any Traincrew deal until the contentious Machinery of Negotiation proposals are removed from the table.
The Board has always known that the strength of our union lies in the quality of its representatives at local and sectional level. It is these people who, from the sterling work of everyday trade union operation glean the experience to represent at the very top.
Cut these arteries and the head will die.
The board will first try to undermine us by going above the reps direct to the membership to con them into thinking they don’t need reps, for they are such good “chaps” they will look after their interests.
Well don’t fall for that one. These are the “chaps” who would have sacked you in 1982, and redeploy some only with loss of pension. These “chaps” are not like the old managers who mostly came through the ranks and knew the industry from both sides of the track, these come from university and are trained in purely in the techniques of management and know little about railways.
These techniques have to be seen to be believed. Absolute management power is the order of the day so should we be surprised when er are faced wit the “Implementation syndrome” ?
We have got to shake ourselves free of the ghost of ’82. We regain our pride only when we say “...... enough”.
The way forward doesn’t necessarily mean strikes, but it does mean that we are a body of people that will not be manipulated in the cause of dogma that wishes to remove all power from the unions and thus you.
LEN WORBOYS
LDC SECRETARY
FRATTON
Left - Right Brighton Passed Man Brian Overton, Unknown and Driver Harry Woolacott
BRIGHTON
SPECIAL BRANCH MEETING
HELD ON April 21st 1988 AT 11:00 &
Number of member present, a total of 53 members a list had compiled and has been enclosed.
Both meetings were opened by the Chairman Bro. W. Mackenzie who explained the reason
for calling these meetings, by explaining there was no branch meetings for April owing to the
merger of No.1 & No.2 Branches and to hear the men’s grievances and up date the position as
to Managements position.
First the “Reading Work” this was explained and that there was still a good chance of
retaining the work as the matter being perused by the General Manager.
Secondly, complaints about the list clerk, it was pointed out that management have been told
of the problems caused by Mr. Ken Smith not working to the agreed minutes as drawn up
both management and L.D.C.’S Thameslink service.
Sunday situation has been explained and should resolve itself.
Training Courses
Position of 47 class explained that a course of 3 Brighton men on June 6th and that no more
course date were known, and that men in the L211 link opting out would not take preference
over men in the other links.
Secondly, complaints about the list clerk, it was pointed out that management have been told
of the problems caused by Mr. Ken Smith not working to the agreed minutes as drawn up
both management and L.D.C.’S Thameslink service.
Sunday situation has been explained and should resolve itself.
Training Courses Position of 47 class explained that a course of 3 Brighton men on June 6th
and that no more course date were known, and that men in the L211 link opting out would
not take preference over men in the other links.
Chairman gave a breakdown of mileage and D.O.O.Weekday 12 x Mileage/D.O.O. 7 x 319
Duty, 5 x E.M.U.T.Saturday 16 Mileage duties, Sunday 7 duties and there is 78 instance of
D.O.O against 19 at present.
Two resolutions were then put before the meeting. Proposed A. Ricketts & Seconded E.
Janes. “That this ASLE&F Branch (Brighton M.T.) instructs its L.D.C.’s to progress the
grievances expressed at the two meetings held on Thursday 21.4.88 with Management
as a matter of great urgency, and in the event of these problems not being resolved to this
Branches satisfaction, a withdrawal of co-operation will be implement.” Voted: Unanimously
by all the members.Resolution, “That this Branch wishes to pass a vote of no confidence in
the List Clerk Mr. Ken Smith.” Proposed G. Hatcher & Seconded by P. Edwards. Voted:
Unanimously by all the members.
Brighton Driver Ted Janes
Ted remembers on one occasion going on to the way back from Bedford, at Coulsdon South and after a lot of getting ready to assist I said to the guard of the train when we arrive at Merstham don't put your key in or you'll blow the lot again, off we went and stopped at Merstam and wallop the bloody lot tripped out, the prat of a guard ignored my advice and we were f****d. Ted went back though the train resetting what had tripped and said to one passenger excuse me Sir but I have to get to the cupboard behind you, you don't happen to hold shares in G.E.C. do you? and his reply was not bloody likely and if I had they would be sold in the morning.
Another regular trick of these bloody terrible units was to lose the control circuit when an approaching express rattled the sliding doors with enough force to open them slightly. On the 07:09 to Bedford we used to very often pass a 47 headed express at Radlett Junction doing about 90 after chasing downhill from St Albans and if you met him in the wrong spot on went the brakes.
LOCOMOTIVE JOURNAL
MAY 1988
BOARD SAY 5 PER CENT OFFER ON WAGES
"IS FINAL"
British Railways Board have made what they describe as a "final offer" of a 5 per cent increase on the basic rates in this year's pay round.
The offer would increase drivers' basic pay to £146.15 per week, an increase of around £7 a week. DOO,ESM, and Flexi Rostering payments would all go up by 5 percent.
In a move obviously taking into account the rapid rise in house prices in the south east, BR plan to extend the London Allowance area.
The inner London Allowance will cover a 16 mile radius of Charing Cross and will go up to £18.14 a week, an increase of £1.61 per week. The outer London allowance is to be extended to cover up to 40 miles of King's Cross, and will be increased to £9.07 per week, an increase of 81 pence per week.
The effect of the change!>in the area covered by the London allowances will be that a significant number of drivers will be eligible for the payment almost 40 per cent of drivers by some estimates.
ASLEF General Secretary Neil Milligan described the BR offer as "the best negotiated offer we could get in the present economic and politicalclimate··.The original ASLEF claim was for a minimum of 12 percent.
LOCOMOTIVE JOURNAL
JUNE 1988
ITS A PAY DEAL!
The Society along with the NUR and the TSSA has accepted BR's pay offer of 5 per cent. A driver's basic pay will rise to £146.15, an increase of around £7 per week.
Also going up are DOO, ESM, and flexi- rostering payments. In an unsurprising move, BR has extended the London Allow ance area from an 18 mile radius of Charing Cross to a 40 mile radius. The Inner Lon- don Allowance area covers an area within 16 mile radius of Charing Cross, and will go up to £18.14 a week, an increase of £1.61.
The Outer London Allowance, which used to cover an area between 16 AND 18 miles of Charring Cross has now shot out to cover a radius of between 16 and 40 miles of Charing Cross, and become a "South East Allowance" than purely a London one.
Many driver will receive this allowance for the first time. The allowance itself goes up to £9.07, an increase of 81 pence.
ASLEF General Secretary Neil Milligan described the pay deal as "the best negotiated offer we could get in the present industrial and political climate." The ASLEF pay claim was for a minimum of 12 per cent.
LOCOMOTIVE JOURNAL
SUPPLEMENT
JUNE 1988
TRAINCREW CONCEPT
ADRIAN BACKSHALL COLLECTION
Brighton driver Graham Postance’s infamous derailment at Copyhold Junction 14th June, 1988, involving the unloaded stone train returning back from Ardingly stone plant. The train was being worked by a class 56 locomotive, No. 56064.
Littlehampton Driver Peter Judge
LOCOMOTIVE JOURNAL
JULY 1988
RAIL SALE
BUT HUGE SPLIT ABOUT HOW ITS DONE
British Rail will almost certainly be privatised if the Conservatives are elected to a further term of Government. But the Tories themselves are split about how best to sell off the industry.
There is a power struggle going on in Whitehall over who decides Britain's transport policy. The Department of Transport are becoming increasingly marginal- ised in the debate about the future of British Rail, although they are discussing privatisation options with each other.
Three right wing pressure groups are vying for the ear of the Prime Minister, two of them have produced policy documents. The Adam Smith Institute published
The Right Lines in March 1987 and the Centre for Policy Studies published Reviving the Railways: a Victorian future? only last month.
Margaret Thatcher's personal think tank, headed by Greg Bourne, has also been working on a BR privatisation plan. The think tank has already looked at proposals put by construction group Contain to build private high peed rail links to the Channel Tunnel.
The Adam Smith Institute is pushing he idea of a public owned track authority with private industry being sold off as a complete unit. This is unlikely to find favour in Government, who opposed this type of sell-off in the electricity industry.
Next month's Journal will feature a depth report into rail privatisation, including the options being looked at. It will be filled with the news, views and the people behind privatisation.
Part of BR have already been privatised: Sealink, hotels, Travellers Fare has gone out to tender. In June alone, BR announced that the Vale of Rheidol line has gone out to tender, as has the Settle - Carlisle line.
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DISTRICT COUNCIL No.1
A lot has happened at District Council 1over the past year and at the March meeting it was, with regret, the retirement of our Chairman Ted Tinsley due to illness.
Ted was Orpington Branch Secretary 1958- 1988, DC Delegate 1958- 1987, DC Chairman 1970-- 1987. A very moving tribute was made to Ted by Dave Bush of Slade Green and praise also came from the newly elected Chairman Phil Plaine of Brighton No. 2. Ted wasn't there to reply but at a short ceremony at Ted's house, Ted was presented with a Capo de Monte Statuette of a Fisherman.
Ted, in fine form, thanked delegates and all the members who couldn't attend for the presentation. He showed us awards presented to him from various Unions over the years.
Also honoured was Don Huntley - he too has taken early retirement. Don was Branch Secretary of Faversham 1959 - 1987, DC Delegate 1968- 1987, DC Secretary 1978- 1987. Chairman Phil Plaine thanked Don for his services and presented him with a cheque.
EC member John Davies reported that BR involvement in the Channel Tunnel would have to be on a commercial basis of at least 7 per cent return on money invested. Some form of language instructions are envisaged and a possible private line from Ashford to London.
No new money has been offered by BR for Train Crew Concept. We must start thinking about protecting the Society, as the NUR are indicating that there should be no compulsory transfer into ASLEF should their members fill footplate vacancies.
Delegates at DC were concerned about the new rule book, great emphasis was placed on rule 1.14. The implications are obvious.
Clif Assarman
LOCOMOTIVE JOURNAL
AUGUST 1987
THREE BRIDGES ANNIVERSARY BADGE
A Three Bridges A.S.L.E.&F. 75 year anniversary badge is soon to be produced. The complete profits will go to a local Hospice in Crawley which is currently in very financial difficulties. The badge will cost £3.00 each plus p&p., and will come in two colours, each colour limited to 50 badges. Full details from
D. ABRAHAMS
LOCOMOTIVE JOURNAL
AUGUST & OCTBER 1988
SELLING OFF THE RAILWAY
BRICKS AND MORTAR KEEP THE ACCOUNTS IN SHAPE
THE ANNUAL accounts for 1987/88 confirm that British Rail is heavily dependent on selling assets to keep its head above water. It is unlikely that the balance sheet will give much comfort to those who hoped that this year's "profits" would make BR a serious contender for a "quickie" privatisation.
The headline profit was £290 million, but a careful look through the books shows that this figure was lar gely based on £181 million of.property sales. In addition to property sales, BR received a Public-Service Obligation grant from central Government of £794 million, and grants from local author ities of £77 million.
Sales
Passenger operations made a loss of £729, freight a profit of £43 million , and par cels a loss of £6.8 million. On the passenger side, InterCity made a loss of £86 mill- ion, Network SouthEast lost £169 million, and the Provincial Sector lost £473 million.
The extremely heartening news is that these figures are the best since nationalisation, and more importantly, passenger traffic is the highest for 27 years. With 20.6 billion passenger miles, British rail is working wonders in com- parison to most European rail- ways which carry fewer passengers and get more Government support.
The fly in the ointment, now that we really are in the age of the train, was admitted by Sir Bob Reid in what must rank as one of the all time great understate- ments. Sir Bob mentioned over - crowding on trains by saying: "We have got some overcrowding on trains, and quality is a bit patchy" .
Thus what is good news for the accountants and the Government, is bad news for passengers. With peak commuter trains in London now being permanently cancelled because of a shortage of train drivers, it's back to a less than perfect business ideal of "charge them lots and cram them in".
The Board are more than happy to speculate that next year's "profits" will he higher than year's. How this is going to be achieved, with the Government grant falling still further and
One option is to improve services, and charge through the nose for them. For British Rail this has the added attraction of higher income from higher fares, and driving away customers (fewer customers means less overcrowding).
The problem with this option is that it is very much a high wire act. If you push up fares by too much above the rate of inflation, the amount of mo ney you take will actually drop if too many people are driven away.
High on the agenda no doubt is getting more out of the staff. Productivity is high with British Rail a number one contender for "the most productive railway in the world" title.
With "profits" booming, and productivity ever-increasing, it should he nearing time for the staff to reap some well-earned rewards. Watch this space.
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The booming railway forecast when the Channel Tunnel opens
puts privatisation on agenda
THE FREE market fundamentalists are now crawling out of the wood work with plans to privatise British Rail some time in the 1990s. Privatisation is almost certain if the Conservatives are elected for another term of office.
There is a fierce power struggle taking place within the Government and the Conservative party over which plan to go for and which Government Department will make the important decisions. The powerhouses of privatisation are two right-wing think tanks, the Adam Smith Institute, and the Centre for Policy Studies.
Also involved with all privatisation projects is the Department of Trade and Industry. headed by the unelected Lord Young. Young's chief adviser is Sir Jeffrey Sterling, head of P and O, the company which could still face manslaughter charges following the deaths of 198 people at Zeebrugge.
Lord Young is certain to want to play an influential role. and Sir Jef- frey will have considerable influence on any decision about privatisation. Nicholas Ridley. Secretary of State for the Environment, will also want a major say in any decision.
Mr Ridley has already meddled in the debate about the Settle-Carlisle line and his own Department will find it difficult to restrain him from playng an important role if BR privatisa- tion is to go ahead.
Bones
The others involved include Greg Bourne the head of Margaret Thatcher's Downing Street think tank Derek Fowler, one of the two vice chairmen of British Rail.
If a decision is taken to privatisation British Rail it will not be one based on what is best for the nation, for passengers, and least of all for the staff. It will not be an economic decision. It will be purely political, made for political ends, to allow the Government to opt out of yet another strategic industry and give large cash hand outs to its own supporters.
The Adam Smith Institute was first on the scene with plans to privatise BR. It published The Right Lines by Kenneth Irvine, which put flesh on the bones of policies already outlined in their rather chillingly named Omega Project.
The Adam Smith Institute propos- als are no doubt superficially attrac- tive to many of the Government's supporters. Scratch the surface of The Right Lines and it becomes clear why the author. Kenneth Irvine, never got further than British Rail middle management.
The fundamental proposal is to split British Rail into two segments, one comprising the infrastructure such as track, stations, and land, and the other made up from BR's opera- tional services such as InterCity trains, freight handling, and parcels.
Under this plan, the track and terminals would be privatised as a complete unit, probably along the lines of the British Telecom flotation, with shares being sold to the public and with new services being encouraged by a regulatory agency similar to Telecom's OFTEL.
The actual services which would run over the track, on the other hand, "would be privatized as separate pieces, following their present sectoral structure". Some might be sold to the existing BR workers and managers, some to private com- panies, and some to the public as share issues. But all of them "would have to compete with new companies which could run competing services on the same rails".
The report argues that this would make rail services more competitive and could be achieved quite easily because "it follows the existing pat- tern of the rail industry and would not require major restructuring at first."
There are already moves towards privatization in the rail industry, says the Institute. Private companies - like the Venice-Simpton Orient Express - already run their own services over British Rail track. Others operate and maintain their own freight wagons, and one -- Foster Yeoman, the quarrying firm -- own their own locomotives.
The report suggests that Rail-freight and Freightliners could easily be privatised and turned into profitable companies. able to invest and develop outside the restrictions of the BR budget. Train catering could be sold or contracted out to private companies, as has been done in Switzerland. Contractors could also be used for train and station cleaning Exclusive Cleansing already cleans parts of King's Cross station, "so it is again a case of extending a present practice".
The Adam Smith Institute's Director, Dr Eamonn Butler, introducing the report, said: "It is not just desirable, but essential to introduce choice and competition into the service if we want our railways to flourish again and meet the growing new demands of a modern economy."
Spivs
Setting-up a privatised track authority will hardly create a queue of investors beating their way to the door of the Department of Transport. This is why the stations are being thrown in. It is the city centrestations which are worth billions of pounds that arc the real attraction to the property sharks and spivs in the City.
The "track authority" the ASI want to create would be unlikely to be much of a track authority, because the real interest of the business would be the vast amounts of prime site property owned by BR. The track authority could be controlled by mini-Rachmans and large office land- lords with a large train set thrown in, which would take a back seat when it came to investment.
The matter of private companies already owning and running services is hardly convincing. The Venicc- Simplon Orient Express pales into insignificance when compared to a busy commuter service carrying millions of passengers a day (it also costs a lot to travel on it).
The ASI are suggesting that private companies are ready, wiling and will fall from the sky like manna. They are not of course, and one of the major flaws in the ASI plans is that no private company's any experience of running a modern railway that has to cope with millions of passenger.
The ASI plan is ill thought out, being largely based on the experience of bus deregulation. The bus deregulation experience suggests that rail service would suffer tremendously, fares levels would jump rapidly, and services would be erratic.
Add to this the uncertainty caused by splitting up a rail network and you get utter confusion. And in case any manufacturer are reading, bus deregulation almost wiped out the bus manufacturing industry in this country, so look out GEC snd Westinghouse.
A quick survey of the modern bus scene gives a decent picture of what post - privisation British Rail would look like. Bus service are carrying fewer passengers, on older buses, timetables are not adhered to, even when they are published. There has been a massive switch to rail in many areas.
Another major difference is the cost of entering "the market." For running a bus service you can get the necessary driving licence in a matter of weeks, and the bus for under £10,00
Waste
Compare this with the two years and £25,000 it takes to train a train driver and the minimum cost of about £500,000 for a modern unit. Do the Government supports think that small local companies will be interested in that level of investment for uncertain returns and an uncertain future? They must be joking.
The Centre for Policy Studies has recently published an alternative to the ASI plans called Reviving the Railways -- a Victorian Future? written by Andrew Gritten. As a nostalgic boys' own guide to privatising Choo Choo trains, it is not a bad effort.
As a serious basis for taking Britain's railway industry into he next century it is an appalling waste of paper. It reads like little more than a quick "spoiler" brought out to oppose the ASI plans.
The CPS proposes a whole series of measures top of the list is splitting BR into "about a dozen companies" based on "major route/traffic segments". And just for good measure, the Public Service Obligation grant, without which the Provincial Sector and Network SouthEast would collapse, would be withdrawn.
Mr. Gritten wants to end "any monopoly over train services or types traffic." What Mr. Gritten appears to be suggesting is however remarkably like setting up dozens of private local monopolies, and he does not appear to be aware there is no monopoly over types of traffic; BR is in competition with road, air, and sea transport.
These type of local private monopoly do not go down well with free market fundamentalists. And for their benefit, Mr. Gritten throws in the possibility of other train operators being encourage but adds -- very honestly -- that these are "unlikely to run most services."
Nostalgia
You have to admire his enthusiasm, and he makes the following claims about what this would lead to. The possibility would:-
Improve the moral of railway employees and thus customer service. The dissolution of a central organisation means greater Individual responsibility and smaller units with which to indetify. Traditional names would add to pride. Employee share ownerships should be considered;
Create greater variety and quality of services for customers with the possibility of competition, comparison and locally directed marketing (traditional names may help again).
Open up the railway industry on the supply side throughout, providing diversity in the range of engineering and services being offered.
Enable subsidies to be given only where needed, after fully commercial decisions by each railway company are made; good marketing, competitive will reduce the subsidy. Mr. Gritten's plans were sold to the media as straight nostalgia for the "good old days" of private railway companies. And that is what Reviving the Railways is; not a serious policy statement, but a trip down memory lane with rose tinted spectacles thrown in just for good measure.
The Conservatives, whichever option they choose, must tread very warily indeed. The commuter belt vote would not like the large increases in fares that privatisation will almost certainly bring. There will also be the uncertainty created in the industry itself.
It is a tragedy for an industry as vital to the nation as BR is for important decisions about its future to be shaped by those whose major interest is lining the pockets of a small number of the public. But such is the nature of decision makers in the upper echelons of the Conservative Party.
And do not for one moment think that because the ideas are ridiculous, they cannot become fact. This is the Party whose Westminster councillors sold graveyards to property speculators.
LOCOMOTIVE JOURNAL
OCTOBER 1988
THE DRIVER SHORTAGE IS ARRIVING
BR offer to but out holidays
They want to bring back retired drivers
Shortage of Minder Drivers
FOR MORE years than I can care to number, British Rail has ignored ASLEF warnings that if the policy of low recruitment and low basic pay was maintained there would be a severe shortage of drivers by the end of the 80s. Most of the top regional and national management who received those warnings have retired (some have returned as consultants) and have left those now in position to carry the can. Others, however, are still skulking around in positions of influence.
British Rail has yet to establish a strategy for dealing with a shortage of drivers and other staff. What has been put together is an ad hoc harebrained package which includes buying out holidays and lieu days, recruiting retired train drivers, and offering cash incentives to trainee drivers to cut short the revision part of their training.
Management are approaching drivers on an individual basis and offering to buy out holidays and lieu days. Few have taken up the offer.
Another idea is offering £500 a year to retiring drivers or drivers who have recently retired to return and drive trains. As far as I know, no retired driver has taken up this offer, the vast majority are only too happy to get out.
The harebrained schemes do
not end there. The latest I have been informed about is the offer from the Regional Operations Manager Waterloo, to trainees to cut out the revision part of their training and sir their exams four weeks early.
In a letter to trainees the Training Manager writes: "If you would be prepared to have the revision element or your current course reduced by four weeks, thereby taking parts A, B, and C of the Driving Examination 4 weeks early, then for a first attempt pass in all three parts I will authorise the payment of 4 Sunday Turns (total value 56 hours) at the Driver's rate...... Should you fail any part or parts, the attempt will be regarded as a "mock" examination..."
This gives a clear indication of the sort of pressure being exerted on staff. It is also a warning for everyone to prepare for these sort of management gimmicks: it may be the odd Southern Region Depot at the moment, but we know how these things spread.
What happened to the promise made during the flexible rostering dispute in 1982 that drivers would not work more than a 9hour day? The promise of working more civilised shifts? Conveniently ignored in the drive to balance the books.
Such is the pressure to keep commuter services going by any means, that we have evidence of drivers regularly working 12 hour shifts and working 13 days out of 14. We know of one case where a driver worked a 17 hour straight shift, and more cases arc being brought to our attention. These ar e danger ous levels of over time.
The pressure to work such long hours for a period of weeks is twofold. The first is because of the low basic rate of pay, quite clearly being held deliberately low to force people into overtime.
BR state publicly that drivers are more than happy to work overtime; they are not, they have to work such overtime just to keep their heads above water. This pressure is financial.
The second pressure is from management. Local managers know how to pressure a driver into working overtime. The most commonly used trick is to say the service will be cancelled unless the driver agrees to work the turn. It is like waving a red rag to a bull to tell a driver a service will be cancelled unless he relents, and managers use this device mercilessly.
Now the last drop of productivity has been squeezed out of staff our grateful managers are thinking up the sort of schemes already mentioned. We have to call a halt to the strict balance sheet mentality of our managers who are more than happy to work us to death.
Recruitment and training are vital. So is a living wa ge and decent working conditions. If we don't act on this soon, the chaos we have seen this year will become catastrophic.
Why? Because by 1997 over 7,000 drivers out of a total driving force of 20,000 will have retired. These heavy dr iver retir als have started in 1988, with just over 500 drivers retiring.
This figure rises every year until it peaks with over a thousand drivers due to retire in 1993. The figure does not drop to its 1988 level of 500 until 1997.
To replace such a high number of experienced and trained work- force was always going to be very difficult.WhatBritishRailshould havedoneisbegunrecruitingand training the new generation of drivers in 1983. Then they would have had a trained and experienced group of drivers to replace those retiring now. If they had done that, as ASLEF had urged, they would not be hitting the panic button now.
What British Rail did do was put all their eggs in the Traincrew Concept basket. Yet on its own, Traincrew can never solve the problems of driver shortage.
On paper BR has filled all vacancies for driver with the new Traincrew Drivers. Indeed, they proudly boast that they a surplus of drives although a large number are not full trained drivers and will not be for another two years at least.
What British Rail did do was put all their eggs in the Traincrew Concept basket. Yet on its own, Traincrew can never solve the problems of driver shortage.
On paper BR has filled all vacancies for drivers with the new Traincrew Drivers. Indeed, they proudly boast that they have a surplus of drivers although a large number are not fully trained drivers and. will not be for another two years at least.
Almost 3,500 guards have opted to become Traincrew Drivers. On paper, this fills half the number of driver who will be retiring by 1997.
The reality is entirely different. Approximately 30% of guards who are taking BR new aptitude test are failing for one reason or another (the whole point of tests is that some people fail them).
This brings us down to 2,400 who go to the next stage, driver training. To be realistic, not everyone will get through this training successfully, so we may end up with say 2,000 former guards who are trained drivers. Maybe.
The other problem with relying on the Traincrew Concept is who will replace the guards who are training to be drivers? There is already a shortage of guards and when lar ge numbers of them begin driver training, they will obvi- ously not be available for guards' duties, and the vicious circle is complete: driver shortage is sol- ved by training former guards to become drivers, but you can't train all the guards quickly enough because you do not have enough Traincrew Guards to keep services running while Traincrew Drivers are being trained.
That of course is only the first hurdle. The next hurdle is getting enough Minder Drivers to "coach" the successful trainees, and take responsibility for them. We had to light for an increase in the Minder Driver payment from £1.80 to £2.20 and even that is less than what you'd get for an hour of pulling pints at the local.
There is growing evidence that BR is failing dreadfully in its bid to recruit Minder Drivers. The money is just not enough to entice enough drivers to become Minders.
One region needs over 300 minders. It has successfully recruited the grand total of 12.
What it boils down to is that vacancies are occurring at about twice the rate that BR is able to train replacements. The new intake of drivers will not be fully trained up for at least another two years, assuming that BR offers enough money to attract enough Minders. So who fills the places of the 1,000 drivers who will retire before the new ones are trained?
This summer of chaos and cancellations has given us an inkling of what the future has in store unless important decisions about decent basic wages, improved recruitment, and better "after- care" in the form of real help with housing are made now. Next year the problem is set to grow.
........ And why there is more trouble to come
It takes an astounding amount of stupidity to create a shortage of trained staff during a period of high unemployment. But those of us in the industry know stupidity of our managers.
The problem of driver shortage, once confined almost entirely to the Southern Region, has spread throughout England and Wales as BR's unofficial moratorium on recruitment and training has begun to reap a bitter harvest for passenger and hard pressed staff. It is cynical, but largely true, that a BR problem is rarely acted on until it hits the London and South East commuter land.
Much or the current driver shortage wld and is entirely foreseeable. By 1997, somewhere in the region of 7,000 drivers will be retiring out of a workforce of 20,000. That is, 40% of staff at the sharp end of the industry are going to retire. Drivers with many years experience will no longer be available, and replacing this reliable and highly skilled workforce always was going to be a great problem.
Add to this a growing phenomenon, almost unheard of in the past; train drivers are resigning in growing numbers (in one region alone 10 drivers resigned in one week).
Add to this another problem; many drivers are taking early retirement. Considering it takes about two years and some £25,000 to train a driver, this is an awful lot of talent for BR to let slip through their fingers.
Add it all up and you get a crisis which was entirely foreseeable entirely avoidable. It is a crisis which led to the cancellation of 2,200 services in the Southern Region in August, more cancellations than occurred during the blitz. Commuter-land fumed over the cancellations and the consequent overcrowding on those service which were running.
But London commuter-land is not unique in having a shortage of drivers. The fact is driver shortage is a national problem which has regions blackspots.
Shortage of drivers is more noticeable in the south because of the concentration of commuter services, and because some key depots of Network South East are particularly short of drivers. At one depot. the sudden deaths of two drivers was enough to throw services into turmoil.
The shortage is so acute in this subsector that 55 services have been cancelled indefinitely. But the problem is not confined to this subsector or to the south, and a s house prices outside London and inflation begin to take off, recruiting and retaining staff is likely to become much more difficult with the low basic wages paid by British Rail.
I have always believed that low basic wages arc at the root of the national problem of staff shor- tage. Link low basic pay with the lack of any real commitment in the past 20 years to recruit trac- tion trainees to train as tomor- rows drivers and you have further origins of crisis.
To meet reducing budgets, it has been easier for management to cut out recruitment and train- ing of new staff, and put off the days when a shortage of trained staff will really begin to bite. That is what is behind the crisis: tight budgets, low basic wages and no forward planning.
T he lo w basic wa ge (£155 a week) is pitiful recompense for the responsibilities of being a train driver. Why work a freight train carrying 10 tanks of oil for a basic £155 for a 39 hour week, when you can join Esso driving one oil or petrol carrying HGV for a basic of £284 a week for 37.5 hours? Why be flexibly rostered working the sort of shifts that we work for the pay we get?
At the moment, BR has an aging driver "population". Many have been proud to be in the rail service for 35, 40, 45 and even 50 years. They have spent their lives driving trains, and they are in the age bracket where alternative employment is difficult, if not impossible to find.
For the moment, British Rail has the employment equivalent of a captive audience. They have a loyal workforce, working the sort of shifts with a level of responsi- bility that makes recruiting dif- ficult.
It is a loyal workforce whose whole working life has been the railway. Not so the younger gen- eration of train drivers and those in the line of promotion. They are young enough to change jobs, to look outside for better wages, and better working conditions. The uncertainty caused by the Government's threat to privatise BR will drive away many would-be recruits.
The response from BR should be to give a genuine commitment to substantially increase the basic pay of drivers and those in the line of promotion. In this way they can offer the sort of wages they need to offer to get the best recruits into the industry.
More recruits to the drivers line of promotion, from inside and outside the industry, is part of the solution. But having spent 2 years and some £25,000 plus training them, you have to pay them the sort of wages that will keep them in the industry and make the investment in training them worthwhile. '
The problems of solving the local blackspots for driver shor- tage is more difficult. The major blackspots are in the southern region, and BR, considered the matter at a series of secret meet- ings held in February 1987.
What was discussed at those meetings, and what BR actually did is of interest, because we all know that what they want to do in the Southern Region permeates its way into other regions within a few years.
Some of the minutes of those meetings have become available to me and they make interesting reading. One of the meetings, held on 9 February, examined staff shortage in great detail. In the chair was Tom Greaves, and in attendance were represent- atives of every region. The minutes are headed "strictly confidential" and are eye-opening reading.
The reason for some of the shortage blackspots was iden- tified as the poor quality of work at some depots. The minutes ead: "The prime reason for not attracting drivers to certain depots is the perceived poor qual- ity of the work. In re-allocating work, it would be unwise to move good quality work to the country depots".
Work was going to be reallo- cated however. One minute headed "Reallocation of work" reads "on the southern region it is proposed to move work away from the problem depots (i.e. from London to the country)....A definite policy has to be estab- lished and the trade unions told of the proposed reallocations".
Problems were foreseen with the Eastern Region pinpointed as a difficult area. "The Eastern Region are considering moving towards synchronised working to improve reliability in and out of Liverpool Street. This will destroy the variation that has been built into the diagram in the past" .
Housing problems were also discussed, particularly the difficulty of getting people to move to the south east. House prices are "the deterrent to mobility". One of the ways around this problem, according to the minutes, is "for BR to give an improved contribution to mortgage/rent payments".
The housing problem was again discussed at an Employee Rela- tions/Network SouthEast Liaison Meeting on 12 February. One of the "action points" contained in a confidential memorandum (also in my possession) circulated after the meeting makes very interest- ing reading.
In the past one of the ways around the problem of south east housing was railway housing. and building on surplus railway land to accommodate rail staff. This possibility was discussed at the meeting.
It is recorded that "the Railway Housing Association are willing to build on railway owned land but this use conflicts with the Property Board's brief to maximise financial gain". So although there is a desperate need for BR housing, and adequate land on which to build it, the British Rail Property Board is stymieing efforts to ease the housing problem for staff.
Since then the only housing initiative taken by British Rail is to lease flats in the Crawley area. These flats are nowhere near any depot, and are clearly not for the use of drivers or their families.
This is a further case of internal departments working against each other, and the property board in particular working against the interest of the public. When BR gets its management act together, staff and passengers will be thankful.
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NORWOOD
NO ONE THERE
On 2 August 1988, I was unfortunate enough to witness a passenger being attacked on the down platform at New Cross station. As I was on the up side a fair distance from the incident. I decided that the best assistance that I could render would be to call for the Police.
I ran to the nearest telephone that I could think of which was at the ticket barrier (BR Auto Circuit) and rang 111. The operator replied and asked which service I required and I asked for Police. Firstly they were engaged, and when eventually I got the ringing tome I still had not received a response after approximately 3 minutes.
At this point I gave up and in despair went in search of a public telephone. I m pleased to say my 999 call achieved the response I had expected from utilising the BR 111 number.
The precious minutes lost could well have resulted in a fellow human being sustaining very serious injury. I wish to express my frustration and dismay at a system which, although designed to be called upon in a situation such as I experienced, clearly failed to deliver.
The unfortunate person involved in the attack could quite easily have been you or I and, therefore, I feel that procedures for dealing with emergencies of this type are woefully inadequate and need looking into
M. BLIZZARD
DRIVER
NORWOOD
On the Sunday 2nd October 1988, the grade of driver’s assistant was abolished and replaced with the train(wo)man concept. This signalled the end, as those within the grade passed on to drivers, of the second man in the cab. A feature that had existed, in one form or another, for the previous 160 years.
It should be remembered that the ancestry lineage of the role began with fireman, until 1968, then second man, and, finally, ending with the driver’s assistant, although most of us still used the term second man until the very end.
British Rail had proposals to end the second man role, and introduce the train man, as early as 1969. With the end of steam, and no longer the need for a fireman, British Rail had plans to implement single manning as soon possible. But their modernisation plans, in the late 1950s and early 1960s, were thwarted because they introduced main line diesel locomotives, with a heating method which was predominantly steam, which required a boiler, operated by a second man.
DRIVER ONLY BOILER OPERATION
British Rail management did try a system of Driver- Only Boiler Operation, which entailed the boiler being prepared on the depot by maintenance staff. On/Off buttons fitted to some, predominantly Class 47, locomotives were operated by the driver when coupled or uncoupled to the coaching stock. Boiler reliability issues, and protests from our union, protecting jobs, saw this system abandoned. Thus the second man was employed in steam heating operations right up to the 1980s although, by the middle of that decade, steam heating had been virtually phased out.
Electric main line traction with an electric train heat supply was, however, altogether different. With this traction, like the numerous suburban lines operated by both electric and diesel multiple units, single-manned for many years, a second man was not required.
The first phase came in 1965 with an easing of manning agreement which allowed a substantial increase in single-manned main line operation. Our union fought to protect, and did indeed achieve protection of, firemen’s earnings.
Double manning also continued on numerous types of work that required a second man, including light engine movements, ferrying, trip work, and ballast turns. In addition, manning agreements still in place required a driver to be rostered a second man if on a turn in excess of eight hours or with no clear rostered physical needs break.
PROGRESSION TO DRIVER
Progression to driver, of course, was still the ultimate aim of the second man with traction; rules and regulations learnt on the job and by attending, in your own time, mutual improvement classes. A more formal method of training commenced in 1976 with the introduction of the MP12 driver’s course, 26 weeks long, in three parts, comprising rules, traction and train handling. A second man was eligible to commence a course when 20 years and 6 months old and it was, according to his seniority, his turn. The 1970s saw a huge recruitment drive as British Rail looked ahead at a large retirement profile fuelled by an ageing driver work force.
Some of the remaining second men were made to undertake guards’ training as their workload disappeared and, by the early 1990s, the driver’s assistant was consigned to history.
FROM THE BACK TO FRONT DRIVERS
On Monday 3rd, October, 1988, “The Traincrew Concept” a new line of promotion to the
Driver’s grade was brought into use. This did away with the traditional line of promotion within the Motive Power grades. The Secondman’s grade was now to be known as a Trainman (D) mixing Secondman’s work with freight guard’s work and making the position more versatile. Trainman (D) where now being recruited up to the age of 45, rather than the previous age of 25. A new aptitude test was now being introduced to enable the railway company to recruit the right type of person to become a Driver. All eligible guards who were under the age of 45 would be allowed to apply to become a Driver subject to them passing this new test. Those successful enough would have a common seniority date (03.10.88) with the guard’s seniority date being the deciding factor.
All the Brighton secondmen were soon to be promoted to Driver. A number of Brighton
guards found themselves moving to the London area depots to get their promotion to Driving
jobs quicker rather than waiting for a vacancy to become available at Brighton at the time
there was little chance of getting a Drivers job at Brighton due to loss of work and also the
amalgamation of the two depots.
Just as with the end of Steam those who moved away for their promotion now found
themselves away from Brighton for at least four years or more. This was due to at least
twelve months driver training followed by having to now complete three years productive work at their depot before they where eligible to register their move back to Brighton. Whilst those Drivers who moved away to get promotion found that during their required three years
productive work vacancies started to appear at Brighton due to retirements allowing other
guards/trainmen to get their promotion to Drivers at Brighton.
Also during the early - mid 1990’s mass retirements started to take place with the old steam
Drivers and Motormen reaching retirement age. The turn over of Drivers at Brighton and
throughout the railway network at this time was massive and Driver shortage was common
practice. This was due to the industry failing to recruit and retain footplate staff over many
years (This will be repeated within the railway industry in about 2020).
West Worthing Drivers Frank Geal & Ken Pursley
