Zontar
Member
Could a structured secondment/exchange scheme between TOC and FOC drivers be achieved , and would it be any benefit?
For me it would as it would broaden experience, improve competence, and build a more flexible workforce. Part of me thinkd it would be far too expensive though.
With Great British Railways taking on greater central coordination, could this become more realistic than in today’s fragmented setup?
Potential benefits:
* Better understanding of freight vs passenger operations
* Broader traction/route experience
* Improved judgement and flexibility
* Retention and career development
* Greater network resilience
Key challenges:
* No immediate productivity on new traction/routes
* Heavy instructor and route learning demand
* Cost of lost diagrams during training
* Safety/competence complexity still significant
* Likely need for strong union buy-in and industrial agreement to make it viable in practice
It could be a short-term secondments rather than full exchanges. Restricted competence (limited routes/traction only). Would need strong union engagement/support built in from the start. Central GBR funding to absorb training and abstraction costs
A small pilot cohort could test the water?
Interested in views from ops/training/planning/industrial relations—does centralisation and union cooperation under GBR make this realistic, or are the competence and productivity constraints still too significant?
For me it would as it would broaden experience, improve competence, and build a more flexible workforce. Part of me thinkd it would be far too expensive though.
With Great British Railways taking on greater central coordination, could this become more realistic than in today’s fragmented setup?
Potential benefits:
* Better understanding of freight vs passenger operations
* Broader traction/route experience
* Improved judgement and flexibility
* Retention and career development
* Greater network resilience
Key challenges:
* No immediate productivity on new traction/routes
* Heavy instructor and route learning demand
* Cost of lost diagrams during training
* Safety/competence complexity still significant
* Likely need for strong union buy-in and industrial agreement to make it viable in practice
It could be a short-term secondments rather than full exchanges. Restricted competence (limited routes/traction only). Would need strong union engagement/support built in from the start. Central GBR funding to absorb training and abstraction costs
A small pilot cohort could test the water?
Interested in views from ops/training/planning/industrial relations—does centralisation and union cooperation under GBR make this realistic, or are the competence and productivity constraints still too significant?