De Unie regularly consults with Rabobank about current affairs and the development of study agreements. The periodic consultations are also used to prepare for the next collective bargaining negotiations and to deal with questions from members.
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Next periodic consultation May 15, 2023
The subject of scheduling and working conditions is central to the consultation on 15 May. This is one of the subjects of which De Unie and Rabobank have agreed to work this out properly in good time prior to the collective labor agreement negotiations. The reason for this was the many complaints we received about the application of the WFM when making rosters.
Rabobank has taken action in response to these complaints. On May 15, we will discuss how the scheduling is going now. It is important for us to know how members now experience working with WFM. Is your work scheduled with WFM? Members have received an invitation to complete the survey? The survey is open until Sunday 14 May 2023. We would like to know the opinion of the experts.
Periodic consultation report March 2023
The previous periodic consultation was on March 27, 2023. The main topics at the periodic consultation were the annual overview of Samenwerkt!, GROW! and financial self-sufficiency.
Collaborates! 2022
If you become redundant at Rabobank as a result of a reorganization, Samenwerkt! you when looking for a new job. Collaborates! has provided insight into the results in the year 2022. In this year, 109 employees became redundant. Significantly less than the 557 in 2020 and 331 in 2021. Of the group of supernumerary employees, 61% chose another job as the target of the guidance. Another solution was the goal for 31% and 6% went for entrepreneurship. A slight shift, because for years the trend was: 68% job, 20% other and 12% own company. The result of the guidance was that 17% found a new job within the bank and 48% found a job outside Rabobank, spread over business services, government and other sectors. Satisfaction with Collaboration! has been well above 8 over the years.
GROW!
The trade unions have put forward a series of points they have received from their supporters about GROW!. This concerns, for example, control based on normal distributions and budget, the obstructive link between assessment and remuneration, different explanations and applications of the Future Fit score by management and calibration sessions by management before the interview is held with employees and the visibility of the history for a new manager.
Renée van Geel from HR joined the discussion on the subject of GROW!. HR indicates that there is no normal distribution from HR and Finance. There is also no budget restriction, but a budget is budgeted centrally based on previous years. The calibration is there for tuning in the same way of assessment. Conducting 'courageous' conversations is a point of improvement, also in other fields and between managers themselves.
The bank and the trade unions are organizing a follow-up meeting to discuss a number of points together, with or without the aid of further research at other organizations and the scientific community.
Financial self-reliance
Silvy Meuwissen (HR) updated us on what the bank does for employees and customers in the context of financial self-sufficiency. Since the bank one website page has for, awareness has increased enormously. There are practical tools, including an anonymous Nibud self-test, personal advice from Rabo team 'help with money worries' and personal coaching by an external budget coach to employees who really need help.
Explanation quarterly figures
Rabobank has announced the annual figures for the year 2022. A profit of 2022 billion has been made for 2,8. This is slightly lower than the profit for 2021, which was 3,7 billion. The profit for 2021 was exceptionally high, as there was economic recovery after the lockdowns. Rabobank itself indicates that a net result for 2022 of € 2.786 million has been booked due to good business performance and the benefit of rising interest rates.
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Contact
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