Redwishing
New Member
- Joined
- 7 Aug 2018
- Messages
- 1
Anybody starting signalling school early 10th September?
Thanks for your reply, that's what I feared as Exeter is too far away for me to commuteNo immediate migration plans - the existing signalling is being upgraded - but the likelihood is that there will be a Cornish resignalling scheme in the medium-to-long-term future. Originally control was supposed to migrate to TVSC (Didcot); latterly the chat has suggested Exeter.
Higher grade higher benchmark I believe.Hi all, just wondering if different grade signalling jobs have different test benchmarks or whether they are just generic for "any" signaller position.
Any relocation to Exeter is a long way off, family circumstances change so you never know you relocation in time.
Hi! I am currently in the application process for two grade 4 boxes in Cornwall - Liskeard and Par. The job sounds great, but as I have a young family I am a bit worried about how secure the job is, as I wouldn't be able to relocate and I currently have a secure job with longevity. Does anyone know if there are any immediate plans to upgrade and move to a regionalised centre? Also, if I am successful and have the choice of Liskeard or Par, are their any particular benefits from either one? thanks!
Sorry to butt in... But what 60 hour rule?
It is part of a NR fatigue management standard, currently in consultation with the union.
In essence, the standard has three parts that are applicable to the rostered week -
1) no more than 60 hours in *any* 7 day rolling period
2) 14 hours door to door (home, operating location)
3) No more than 13 days worked consecutively
This, of course, will mean a number of established signaller 12 hour rosters are non-compliant if the standard went live - say - tomorrow......
There are many rosters out there that predate the current NRP that haven’t been forced to comply. So I doubt that any current rosters that fall foul will be required to change. But as soon as staff side propose changes to their rosters then the current NRP or the new NRP when agreed will have to be complied with.
All rosters should comply with NRP - and this was brought in following the signaller restructuring all those years ago.....
Point 1 on NRP states that rosters must comply with all standards, legislation etc (cannot remember exact wording, but that is the gist) - this standard will be one of those.
All that said, rosters are done under the banner of negotiation
With regards to fixed term contracts for external applicants, I've seen it noted that you cannot apply to move to another signalling role until the fixed term is up. Does anyone know how this works in practice, as presumably by that point it would be too late to secure another role before you are unemployed.
Is it the case that you are allowed to apply for other roles throughout your contract but are restricted in moving (if successful) until the fixed term expiry date or is there another process in place that I have missed?
It is a tough one. I am really drawn to one of the recent fix term roles and know that sometimes you just have to take risks for a chance to get what you want. That said, trying to convince your head that leaving behind a perfectly good, well paying perminent job with good pension and benefits for potential unemployment is easier said than done.
I'm sure there are very good reasons why so many of the posts are fixed term as opposed to offering future relocation etc, but from an outsider's perspective, the approach looks to only attract people willing to take big risks and not the safety first, risk averse demographic that the interview process would suggest they are looking for.
That's true - and if it was just me I wouldn't have any doubts at all. Its just without knowing whether it's likely to be a year or a lot longer it's just the practicalities of paying the mortgage and the kids being settled at school etc. Certainly sounds worth the risk though - thanks.
Hi all. Been a while since I've posted. Concentrated on applying and unfortunately no luck thus far...still have a few "app under considerations" in progress down here in Sussex and Hampshire.
I've spotted the Littlehaven G1 Crossing Keeper role and wondered if anyone knows what shift pattern this is operated on? 8's or 12's? The G1 salary is a massive drop for me financially and so I wanted to ask a couple of questions from an advice perspective.
1 - Do you start on a lower salary as a Crossing Keeper for the first few months, akin to the Signaller roles?
2 - Does the opportunity for overtime wait until you've "passed out" and how long would it take to pass out as a Crossing Keeper for the average Joe?
3 - How long would someone reasonably be expected to stay in the Crossing Keeper position before looking to step up into the world of Signalling?
Thanks in advance.
Littlehaven shouldn’t take very long to pass.
Overtime would be once you’ve passed out and only if there are gaps in you own locations rosters that the GPRs are unavailable to cover. If the location is fully staffed overtime will virtually zero.