Supporting Redundancy within Clyde Shipyards

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Supporting Redundancy within Clyde Shipyards -
October 2001 to present
Julie Macdonald, HR Advisor
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• Introduction to BAE SYSTEMS, Naval Ships
• Company was founded by Alfred Yarrow on the
  Thames River, Isle of Dogs,
• in 1865 and moved to the River Clyde in 1906
• During a period of expansion between 1965 and
  1974, there were many
• re-organisational changes as they moved from
  being family owned, to
• re-grouping into Upper Clyde Shipbuilding
  (1967)
• Re-privatisation (1971) Nationalisation (1977)
  then followed
• De-nationalisation and acquisition by GEC plc
  in 1985
• Became part of Marconi Naval Systems in 1998
• Re-named BAE SYSTEMS Marine Limited (after
  merger) in 1999
• Acquired Kvaerner Shipbuilding, Govan, later
  that year

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Process of Shipbuilding
Trial Commission
Customer
Outfit
Launch
Build
Design
Concept
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Redundancy facing Clyde Workforce - July 2001
Clyde Taskforce
Strategy Strand
Outplacement Strand
Skills Strand
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Outplacement Strand (Redundancy Management
Programme) .to bring forward and
implement a full series of measures
designed to assist workers threatened
with redundancy to move into alternative
employment or training either prior to,
or as close to, the point of redundancy.
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• Redundancy facing Clyde Workforce - July 2001
• 1,000 redundancies announced July 2001 (30 of
  workforce)
• Clyde Shipbuilding Task Force established
• Benchmarking exercise by HR Dept of external
  internal redundancy
• management centres
• Employee Support Centres set up in both
  Scotstoun Govan with the
• support of our Trade Unions
• Centres first of kind for Clyde sites -
  investing in leavers

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• The Team
• Right Coutts outplacement consultants under
  contract to BAE SYSTEMS
• The Glasgow PACE Team
• Scottish Enterprise Glasgow
• Glasgow City Council
• Employment Service
• REACT

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• Redundancy facing Clyde Workforce - July 2001
• Voluntary redundancy offered - with nearly 350
  employees taking this option
• over the following months
• Centres opened in October 2001 - initially
  supporting volunteers
• 150 Compulsory redundancies of steelworkers and
  supervisors,took place
• January to May 2002
• Approx. 500 Job losses were mitigated by a
  number of in-house initiatives
• such as re-training (steelworkers to
  electricians, trades to draughting
• engineers) redeployment and re-allocation of
  work from Barrow to Clyde

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• Holistic approach - fit for the future
• Based on the existing service provision of
  Employment Service and REACT, services were
  project managed by Right Coutts -and included
• One-to-one coaching to enable/motivate self-help
  
• Vocational guidance interviews to establish
  possible career change
• or development options CV Workshops
  Pre-retirement courses
• Personal Development Programmes
• Job Seeking Skills Workshops
• Access to the Job Transition Scheme Action Fund
  which can
• support individuals towards sustainable
  outcomes

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• Services provided contd..
• Common shared registration and client database
  systems
• Help line / call centre
• Access to national and local training programmes
• Job Fairs on site
• Employment service job database available in
  both centres
• Access to independent financial planning advice
• Access to Welfare Benefits advice
• Redundancy counselling for employees and their
  families

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• Challenges
• Timescales for the Redundancy Programme
  constantly changing
• - BAE SYSTEMS release dates shifting
• Low utilisation of the Call Centre/help line
• Extensive active encouragement of ex-employees
  to use the Centres
• - former employees live throughout the
  Strathclyde region
• Motivation of employees to change
  careers/location
• Gas services (Transco) training centre moved
  from Anniesland to Paisley
• - resulted in a funding issue and severe
  delay in commencing training

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• Right Coutts Contract Targets
• Example
• Within 90 days of being made redundant, 50 of
  employees either
• - in a new job,
• - registered for training,
• - self employment or
• - business start up
• Within 180 days of being made redundant, 75 of
  employees with
• one of the above

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• Outcome
• Successful partnership overall, well managed
  Centres
• Regular meetings held throughout the Redundancy
  Programme, with
• all partners represented
• 220 registrations with the Employee Support
  Centres
• - Over 70 of employees were settled into
  employment, self-
• employment, re-training or further
  education
• - 5 retired 12 did not wish to seek
  further employment
• BAE SYSTEMS, Naval Ships, chose the same format
  when 265
• redundancies were announced February 2003. To
  date there has
• been no compulsory redundancies.