Rolls Royce Inchinnan, Inchinnan, Renfrewshire,
Scotland
Context
The Rolls Royce factory at Inchinnan was opened in October 2004.
Close to Glasgow airport. The factory makes components for
aeroplane engines, and employs about 1200 people.
When the factory opened, the aerospace industry was still
reeling from the effects of the post 9-11 downturns, and jobs were
threatened. There were talks of relocating the plant to the Czech
Republic, and industrial relations were uncomfortable. Although
there was a learndirect learning centre at the new site, it was
branded ‘the departure lounge’, and stigmatised by an association
with redundancy.
There is very high union density in the factory, with workers
being represented by GMB and by Unite the Union through a joint
shop stewards committee. One of the most important big
manufacturing sites in Glasgow’s industrial heartland, the factory
takes on and trains apprentices, and provides highly skilled,
well-paid jobs.
Most of the workforce is white, male, and over 30. Because of
the highly skilled nature of the work, and the fact that it takes
time to progress from apprenticeships onto the shopfloor, few
migrants have been taken in. Most workers are highly skilled
engineers, but many have indicated that they need to improve IT,
literacy and numeracy skills.
Catalyst
Unite was awarded SULF funding in April 2006, and made an
effort to contact all existing learning reps to encourage them to
renew workplace learning programmes. A small group of existing
learning reps at Inchinnan expressed their willingness to get
involved.
There is also a drive from the company to improve skills and
productivity using the new technologies. Workers’ bonuses are
dependent on productivity targets being met.
Process
Existing union learning reps (ULRs) were given a one day
refresher course to bring them up to speed with developments in
lifelong learning. After this, a steering group was set up to drive
the learning programme. This steering group has met weekly since
April. Its members include the Unite convenors,
representatives from HR, ULRs and a Unite learning
organiser.
The ULRs mapped their workplace and decided that for the
learning programme to be successful, every worker at Inchinnan
needed to have access to a learning rep. They determined that to
have a learning rep for every area of the factory and every shift,
they would need 18 ULRs. This was negotiated with the company, and
a group of ULRs was identified and trained. Every worker at Rolls
Royce now has access to a ULR in his or her division at work.
Outcomes
Management at Rolls Royce have bought into union learning,
largely because they are impressed by the commitment and hard work
done the ULRs, and because they can see the benefit to the
business. The company has Investors in People status, and the
learning programme accords with their own values. According to
operations manager Les Carey,
“Rolls-Royce plc took the decision to invest £85 million in the
new facility at Inchinnan because of the skill and commitment of
our people. The development of our people is
seen as the foundation for future success and the TU Learner Rep
process is a critical enabler in the overall employee engagement
and development of our site. We see the
TU Learner Reps as key facilitators within this journey.”
He continued
“The global aerospace market is a highly competitive market and
our competitors use similar machine tools and method of
manufacture, therefore our differentiator in the market place is
our employees. For our business to remain competitive it is
essential that we fully develop and grow our team members.”
In August 2006, the learning programme was officially launched
with an open day, and the company signed a learning agreement. A
learning needs analysis – with a prize draw to encourage
participation – was distributed to the workforce, and the results
used to source relevant learning opportunities.
Since the launch of the learning programme, 300 people have
signed up for courses, in Basic IT, ECDL and Spanish. This looks
set to increase as provision is mainstreamed and progression routes
developed for those who are approaching the end of their first
courses.
Mainstreaming
Partnership has been key to being able to deliver learning at
this site. Apart from a good working relationship with the company,
important links have been built with the University of Paisley,
which is situated a few miles from the site, and the trade union
department of Stow College in Glasgow. Both providers have been
able to create shift friendly, relevant learning opportunities for
workers at the factory.
“Feed back from members has been all positive with the style and
delivery of the TUC tutors a big factor”, said
Unite Learning Organiser Pat
McIlvogue.
Through Paisley University, the factory will soon be an
accredited ECDL testing centre. Stow College is providing Spanish,
and literacy and numeracy support to a number of workers who
requested this through the learning survey.
The company has agreed in principle to provide 50% time off for
learning that would benefit the business (for example IT), and has
agreed to hire rooms off site for employees who want to raise
sensitive literacies issues with tutors or ULRs.
Lifelong learning has also raised the profile of the union, and
encouraged much greater shop floor participation in union
activity.
“Training is perceived as part of the normal working
environment, but lifelong learning is about making our working
lives a more satisfying and rewarding experience”, said
senior convener Gerry Docherty.
“Those who used to have a go at us because they’re not sure what
the union delivers have been first in line to sign up for courses.
The learning programme has broken down barriers between the union
and the workforce, and provided a simple answer to the question,
‘what does the union do for me?’”
Pat McIlvogue agrees: “We are now viewed by the
members as a proactive organisation instead of a reactive
organisation. We have seen a growth not only in trained ULRs but
our Shop Stewards Committees have also grown as the members have
renewed confidence in the Trade Union on site.”
sees this programme as a best practice model and is keen to roll
it out elsewhere.
Unite Scottish Regional Secretary John
Quigley said, “Union learning reps and lifelong learning
can make a significant impact on the learning culture in the 21st
century, just like the massive contribution that Health and Safety
reps made to the environment at work in the last quarter of the
20th century.”
There have been fairly advanced discussions with two other Rolls
Royce sites, at East Kilbride and Thurso, so do something similar.
Importantly, a group of ULRs and shop stewards is gaining
invaluable first hand expertise in organising around the learning
agenda, and we are keen for them to share their experiences as
widely as possible.
Lessons
The major factors behind the success of this project
include:
- Having a weekly steering group with decision making power
- Linking learning into core union business and negotiating
around it.
- Having a learning rep available for every worker
- Being committed to working in partnership and getting buy-in
from all stakeholders
Additional quotes/statements from convenors/ ULRs:
“Benefits the Trade Union have gained from the TULR project on
site are we are now viewed by the members as a proactive
organisation instead of a reactive organisation. We have
demonstrated the ability to understand our members’ needs, plan
ahead and put a structure in place to meet our members’ needs. We
have seen a growth not only in trained ULRs but our Shop Stewards
Committees have also grown as the members have renewed confidence
in the Trade Union on site.
It has been a worthwhile exercise with over 300 members on site
expressing an interest in one form of learning or another. The
members that have been on courses are demographically not the
members who would have attended an education centre, a lot having
been away from learning or education for a long time. We have
brought learning to the workplace and the feed back from members
has been all positive with the style and delivery of the TUC tutors
a big factor!”
Pat Mcilvogue - Unite Learning
Organiser
“Training is perceived as part of the normal Working
Environment, but Lifelong Learning is about making our Working
Lives a more satisfying and rewarding experience.
It also increases the opportunity for the Workforce, to engage
in education with the Trade Unions through trained Trade Union
Learning Reps and Shop Stewards, who also gain valuable experience,
whilst having the satisfaction of providing an educational benefit
for our Members!”
Gerry Docherty, Unite senior convenor and
ULR
Convenor
Stators Business
Rolls-Royce
Inchinnan
Mob: 07930 846 479
Convenors Office; 0141 626 8411
