Field Engineering Local Consultation Forum Midland ATE Rm 3M-13 AGENDA

1. BT Operate Field EngineeringLocal Consultation Forum15th March 2011 (1100 – 13:00)B’ham Midland ATE, Conf Room 3M-13

2. Field Engineering Local Consultation ForumMidland ATE Rm 3M-13 AGENDA • Welcome & Introductions- Bob T • Change Mgnt -People Engagement Louise Sutherland • National Build Team update Malcolm Leonard Performance Management in the Build organisation EvoTam - a) Update on work flow, b) Build's deployment of resource, & c) Virtual HQ's in Build and FE's equivalent. 3. Power & Specialist Teams: Paul Hendy Update and detail on ongoing attendance patterns reviews Update on Power NWOW Pilot? 4. FE Generic: Resourcing – update QoS performance Auditing in FE Professional Communities for Field Engineers

3. Change Management for 2011/12 Field Engineering Louise Sutherland

4. Employee engagement • Where we are now • CARE tells us that our people do not feel engaged • CARE tells around 20% of our people feel bullied or harassed • The detail tells us that change has a big part to play • What research tells us • Engaged employees deliver high performance • Where we want to be • People who care about their job and the company • People who would recommend their job to a friend or family member if asked • People who embrace change

5. Overview Change is an inevitable element of our business, but our aim is that we work as one team to achieve our goals; that we value our engineers and our management and we help them to embrace change and be a part of it in a positive way by contributing and feeling they have been able to help drive the business forward and that see they have been recognised for it. Our goal is a genuine two way partnership to Manage Change together and build a great future.

6. Where is the Main focus Establish Working Parties to Contribute to the solution of issues • To pull together working groups from our rich source of Operational knowledge to enable us to draw on their experience and understanding to reach informed decisions and find solutions to issues we may be experiencing Establish a ‘Peoples Gate’ • An opportunity for group of operational individuals (which can be rotated to create a fair representation of the working community) to be given sight of any major changes prior to them going to the change forum to contribute opinion and to offer suggestions where appropriate. Up to the Ceiling • A reverse of back to the floor. An open and honest window into the realities of what goes on with the FELT. Individuals from the Engineering community go and spend a day with the FELT, attend meetings and see first hand (where appropriate) what goes on, see the issues that are raised and the drivers that come to the table.

7. What else.... Encouraging involvement of the individual • Not only do we want to reward our people for being involved and proactive, we want to reward them in a way that is meaningful to them, we want to consult and ensure we are rewarding that two way dialogue that helps drive our business • To support that we want to aim for 80% of our Engineers to be in a position to tell us that they are being encouraged to get involved and be engaged with the business’ drive to improve and succeed in our goals. • We also want to be able to hear that 90% of our manager feel that one of their focus areas is to encourage our Engineers to make change happen

8. Capital Team Update See separate slide pack

9. Power & Specialist Team Update Paul Hendy

10. Specialist – Status Report (14.03.11)

11. Generic Issues

12. 4. FE Generic: Resourcing – update QoS performance Auditing in FE Professional Communities for Field Engineers

13. Service Delivery Performance