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NIP Regional Operations

NIP Regional Operations. Need for continuous workforce balancing 3 October 2012. Content. Introduction Scope Data Analysis Areas of capacity shortage and surplus Options Criteria. Introduction. A significant shift in planning workload is taking place:-

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NIP Regional Operations

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  1. NIP Regional Operations Need for continuous workforce balancing 3 October 2012

  2. Content Introduction Scope Data Analysis Areas of capacity shortage and surplus Options Criteria

  3. Introduction • A significant shift in planning workload is taking place:- • NGNEC conversion programme will be focused primarily on the metro areas • Increasing demand for new services such as Metro Ethernet • (Voice to Non-voice shift (ME and IP space)) • SSH to replace manual boards and very remote services • Limited capital investment beyond the Minimum Exchange Areas due to high theft rate of fixed line network • This results in a declining workload in remote areas while the metro areas experience some growth

  4. Scope Although there is a need in NIP to continuously focus on staff rebalancing, this presentation focuses primarily on CR and SR where there are immediate needs Rebalancing may become necessary in other regions as workload shifts

  5. Data Analysis

  6. Areas of Capacity Shortage and Surplus • Areas of shortage: • CR: Bloemfontein • Wire-line Technology Engineering • Core Engineering • Project Management • SR : Port Elizabeth • Program Management (NGNEC) • Fibre Records • Transmission (Traffic) Engineering • Order Management (depending on maturity of individual, can be done remotely) • Areas of surplus: • CR: Welkom ANE Engineering (x2) • SR: George ANE Engineering (x2) • SR: Port Elizabeth ANE Engineering (x2)

  7. OPTIONS • Due Sensitivity required to effect the desired end result • Small numbers involved • Various options considered: • Take work to areas of oversupply • Exhausted largely during Functional Alignment – August 2011 • Established Fibre Records section in Welkom (CR) • Established Fibre Records section in Port Elizabeth (SR) • Retraining 6 ex-ANE planners as Wire-line technology planners in PE (SR) • Voluntary redeployment • Letters to all in target audience • In case of oversupply – selection process • Forced redeployment • Apply criteria in areas of surplus and select • Firstly rebalance within region • Lastly rebalance to outside the region • Relocation / transfer will be as per company policy

  8. Criteria • Voluntary redeployment • Skills fit • Applicable courses attended • Current work phase • Previous work phase • Skills development required • Similar skills • Existing training profile • Reduced skills gap • Forced Redeployment • LIFO

  9. Conclusion Due to changing workload, a need exists to rebalance staff to where the work resides Some offices have low productivity due to circumstances beyond staff’s control Continuous rebalancing provides a means for prolonged employment Responsible business management

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