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Category: Policy Update

  • Update – Staff Consultative Forum

    The Staff Consultative Forum met last week. Following an update on the progress of Forging Ahead and the Museum as a whole, specific topics of discussion included:

    • recording annual leave
    • bank holiday working
    • the Food and Drink policy
    • the next staff social
    • the Staff Forum constituencies

    The areas that each Staff Forum member represents were reviewed and it was agreed that these still remained the most appropriate constituencies. There are currently a number of vacancies and the Forum agreed that elections would be held towards the end of April to fill these vacancies. Details about the vacancies and elections will be released shortly.

    As you may know, in March the Museum signed a recognition agreement with Community Union for collective representation of Costumed Demonstrators who work in the Visitor Engagement Team in relation to matters regarding pay, hours and holiday as the result of the Central Arbitration Committee (CAC) panel accepting their request for recognition. In the coming weeks Community will be conducting an election to choose two Union Stewards who will be the representatives for the Union in relation to matters falling under the recognition agreement.

    The recognition agreement and the election of union representatives, however, will not alter the role of the Staff Consultative Forum. It will continue to represent all staff members and workers across the Museum, including Costumed Demonstrators, as the forum to raise and discuss all matters relating to the structure, activities and performance of the Museum as they affect all staff.

     

  • John Hughes Staff Award – Applications Open

    The John Hughes Staff Award is available to support the professional and personal development of individual(s) through funding for qualifications, conferences, workshops, short courses and research trips.

    The award is available to permanent staff members who have worked at BCLM for a minimum of 6 months and who are able to demonstrate how the award will support their personal development and also benefit the Museum.

    The maximum award available each year from 2016-2021 is £1,000 (the minimum amount requested should be no less than £200), which will be awarded to one or multiple staff members following submission of the attached form. (Any supporting or additional information about the professional/personal development opportunity should be attached to the application).

    There is still an amount of the 2018 funding available so we are seeking applicants to be considered for the funding.

    Staff are required to discuss their requirements with their Line Manager prior to completing the application form (available in the HR section of the Documents tab above). This is to ensure the application is suitable to be funded in this way and is not a requirement which may be able to be met by the Museum in other ways. This should then be authorised by the Line Manager and submitted to HR. A decision will then be made by HR and the relevant Deputy Chief Executive (s), subject to the remaining funds available and according to the needs of the Museum at that time.

     

    Please note the following:

    • More than 1 submission for funding may be made but priority may be given to first time applicants, depending on the nature of the application and the requirements of the Museum at that time.
    • If you leave BCLM within 12 months of receiving the award, you may be required to repay the amount received.

     

     

     

     

     

  • AIM Annual Conference – Opportunity to Attend

    The AIM annual conference this year takes place at the British Motor Museum, Gaydon across the two days of 21 and 22 June 2018.

    The theme for 2018 is ‘Changing Gear’. Day 1 will draw on important new research exploring how museums can attract more diverse audiences for the benefit of everyone whilst on day 2 finance will be the focus and will include ideas on alternative income generation and inspirational ideas on financial leadership

    As in previous years we are offering 2 staff the opportunity to attend this year’s conference, with travel for each day provided. All you need to do is complete an application and provide us with some information as to how you think this will be of benefit to you in your role here at BCLM.

    More information is available on the AIM website.

    If you are interested in attending, please complete the application form (available in the HR section of the ‘Documents’ tab above) and return to [email protected] by 5pm on Friday 27 April 2018. Staff will be selected based on their application and informed in early May.

     

  • 2018 Events – Staff & Volunteer Tickets

    In response to the overwhelming number of Members’ tickets already purchased for our 2018 special events programme, we’re bringing forward the opportunity for you to grab your tickets, and with an increased discount.

    Staff and volunteer tickets will go on sale on Thursday 25 January, a week before they go on sale to the general public. There’ll be 50 tickets available at a 50% discount for each evening event and each staff member or volunteer can purchase up to 4 tickets per event for personal use or for use by friends and family.

    Up to 10 additional full priced tickets may be purchased once tickets have gone on general sale on 1 February.

    For full details please see the updated ‘Staff Tickets for Events’ Policy which can be found within the Museum Documents folder of the Documents tab above.

    Please note that tickets can only be purchased from Liz Peters, Sales & Ticketing Manager, Andrea Phillips, Admissions & Welcome Manager or Nicola Rowe, Head of Retail & Admissions.

  • Restructure & Staffing Update

    Further to the recent restructure of some teams within the Museum, I can now update you with the outcome of this as the recruitment process has come to an end.

     

    It is with regret that I can confirm that Carol Towns, Retail & Admissions Team Manager will be leaving on 18 December and Rhiannon Adams, Hire & Hospitality Sales Manager, will also be leaving us on 22 December. I’m sure you will join me in wishing both Carol and Rhiannon all the very best in the future.

     

    I am pleased to advise that Liz Peters, current Retail & Admissions Team Manager, will be moving to the new role of Sales & Ticketing Manager and will take up her new post with effect from 1 January 2018. She will be joined by two new colleagues to the Museum in the New Year, whose details we will share with you shortly.

     

    Also new to the Museum in the New Year in the Development team will be Kate Kirkpatrick, Business Development Manager and Sophie Howell, Development Co-ordinator. Both Kate and Sophie join in January and will be busy working towards the targets for our HLF fundraising campaign.

     

    Not linked to the restructure but a change nonetheless will be a new Head of Human Resources in the guise of Lucy Bennett who starts on 16 January. Also coming into the team at Rolfe St to cover Caroline Griffiths’ maternity leave will be Rob Yardley who starts on 19 December.

     

    I move on from the Museum on Friday 15 December and would like to thank you all for your co-operation during my time here and wish you every success for what looks to be a bright and busy 2018 and beyond.

     

     

    Carmel O’Keeffe MCIPD

    Head of Human Resource Development

  • Staffing Restructure Proposal – Retail & Admissions, Hire & Hospitality and Development

    Background

    Securing funding for BCLM: Forging Ahead, coupled with the continued growth of the Museum’s visitor and support/donor base has resulted in the need to review and propose a restructure in three areas of the Museum’s operation.  The purpose of this proposed restructure is to improve results by providing the capacity and skills within the Museum teams to develop long-term relationships with visitors, supporters, donors, customers and corporate organisations.

    The proposals, outlined here, would establish a staff structure to enable the Museum to continue to grow audience engagement and secure the financial support to enable BCLM: Forging Ahead to be achieved in full.

    The Proposals

    The roles and responsibilities of the teams and functions, as well as those that they interact with, have been reviewed by the Leadership Team, and the Head of Retail & Admissions and General Manager (Food & Drink).

    As a result of this review the following is proposed:

    • Introduction of new staff structures for Retail & Admissions and Development.
    • Some changes to responsibilities and functions.

    The proposals, if adopted, would place the following roles at risk of redundancy:

    • Hire & Hospitality Sales Manager
    • Development Manager (Individuals & Corporate)
    • Team Managers, Retail & Admissions (x2 posts)

    Objectives

    In summary, the proposals are designed to have the following impacts on the Museum:

    (a)        Enhanced customer service, through a more customer focused and centralised function for visitor enquiries, bookings and Museum membership.

    (b)        Improved, long-term, financially-beneficial relationships with businesses.

    (c)        Improved levels of financial and in-kind backing from supporters and donors.

    (d)        Enhanced marketing and cross-promotions due to improved market and customer intelligence.

    (e)        Improved retail results through better retail management and product development for the Museum Shops and the ability to grow onsite retail opportunities.

    Consultation Process and Timetable

    Initial individual meetings have taken place with staff whose posts are at risk of redundancy and the proposals have also been shared with the Staff Consultative Forum.

    We are now releasing them to staff for a four week period for information sharing, consultation and to respond to requests for clarification. You can find hard copies of the proposal document, including proposed structures, functions, responsibilities and further details in the following communal staff areas:

    • Rolfe St office noticeboard
    • The Guide Hut noticeboard
    • Staff room above Emile Doo’s Chemist

    Concurrently, internal and external recruitment and assimilation exercises will be taking place alongside any external recruitment activity as required, in-line with best practice and the Museum’s statutory obligations, under the guidance of the Museum’s Head of Human Resource Development.

    The proposed new roles will be advertised across a range of external sources and on the BCLM website and staff intranet. Staff who wish to apply may obtain copies of application forms and job profiles from the Visitor Reception.

    No appointments will be made until the period of consultation has come to an end on 6 November. The consultation period may be extended if there are alternatives proposed which may require further investigation.

  • Join the ‘Visitor Manifesto’ Working Group

    We would like to create a working group of staff from across all Museum teams to review the draft Visitor Manifesto and consider how we can train and support staff and volunteers to understand and implement it in their roles. It will involve two workshop sessions of up to two hours. We would like you to join this working group to help us deliver the best visitor experience possible. We are limiting places to two staff members per team and two volunteers from across the Museum. If you are interested in getting involved please let HR know by 17 July.

    Delivering a compelling visitor experience, day-in-day-out, is the most critical and challenging thing the Museum does. It goes to the heart of what we are here for, and it is essential to our success, financial sustainability and continued growth.

    The drafted visitor manifesto sets out what all of us, staff and volunteers, can do to provide an outstanding visitor offer and deepen relationships between visitors and the Museum.

     

  • Policy update: Food and Drink

    Please find a recently updated copy of the Museum’s food & drink policy here: BCLM – Food & Drink Policy

    It includes some changes to bring it in line with the Museum’s strategic plan which states that ‘delivering a compelling visitor experience, day-in-day-out, is the most critical and challenging thing the Museum does. It goes to the heart of what we are here for, and it is essential to our success, financial sustainability and continued growth.’

    As you know, our food & drink offer is an inherent part of that experience and therefore our visitors should be able to take food and drink that has been purchased at the Museum into any areas of the site – be that in any of the Museum buildings or on our vehicles. The only exception is the exclusion of alcoholic drinks in the Chapel.

    If you are ever concerned that an item of food or drink will damage an item of the collection, an inclusive way to show your concern would be to offer the visitor a mat or a coaster rather than tell them that they are not allowed entry, for example.

    Please remember, you can find this and other up-to-date policies in the documents tab above. If you have any questions about this please raise them in the first instance via your line manager.

    Lisa Cowley, Deputy Chief Executive (Visitor Engagement & Operations)