The Rolls-Royce factory at Inchinnan was opened in October 2004. Close to Glasgow airport, it was built to replace the Hillington factory which had been in use since before World War 2. The factory makes components for aeroplane engines, and employs about 1200 people.

At the time the factory opened, the aerospace industry was still recovering from the effects of the post 9-11 downturn, and jobs were threatened. There had been talks of relocating work overseas 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 Amicus 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.

The nature of the work calls for highly skilled staff, and it takes some time for people to progress from apprenticeships onto the shop floor. Most workers are highly skilled engineers, but many have indicated that they would like to improve in other areas such as IT.

Catalyst

Amicus was awarded Scottish Union Learning Fund (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 was also a drive from the company to improve skills, as new technology was introduced when the new factory was opened, and improving productivity has been key.

Process

Existing learning reps 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 Amicus convenors, representatives from HR and the business, Union Learner Reps (ULRs) and an Amicus 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 Inchinnan 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 by 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 its 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.

“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, the European Computer Driving Licence (ECDL) and languages. 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.

“Feedback from members has been all positive with the style and delivery of the TUC tutors a big factor,” said Amicus convenor and ULR Pat McIlvogue

Through Paisley University, the factory will soon be an accredited ECDL testing centre. Stow College is providing classes in languages, 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 Site 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 helped to provide one 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.”

Amicus sees this programme as a best practice model and is keen to roll it out elsewhere.

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
Convenor/ULR
Stators Business
Rolls-Royce
Inchinnan


“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, Site Convenor and ULR.

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