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A relative has a weekend job as an on-board host in the Exeter area, which he really enjoys in his early retirement years. I wondered about looking for something similar based at Shrewsbury (for TfW) or Crewe (for Avanti), but I can't seem to find anything available, I can only find similar jobs based in the West of England. Am I missing something obvious about where to look, or are similar part time jobs only a thing on GWR?
I don’t know if it is just a GWR thing and presumably is not, but just that such roles come along very rarely as most of the time coverage is required on a roster on a 7 day service. GWR in West of England does also get a very seasonal flow (think Summer weekends to Devon and Cornwall and especially) and lots of leisure traffic on weekends, perhaps to such a degree that part-time weekend coverage is seen as worthwhile where perhaps it is not to the same extent at other operators
Also many part-time roles may be filled internally by job-shares and similar.
Thanks, I appreciate your reply, but it does make me curious. Here is what I can find after a very short search on Google ... https://careers.firstgroup.co.uk/gwr-customer-hosts (link leads to part time job opportunities on GWR).
As I understand it from my relative who works for them, he is among an excellent group of people who have all sorts of career backgrounds. They really enjoy their interaction with their customers, and they thoroughly enjoy working on the railways, regularly bringing smiles to the faces of the travelling public, as well as often providing useful interactions with other staff at many levels both on and off the trains, about customer satisfactions and how services might be improved.
This is only one thought (and yes it's going off topic), and of course it could be countered that customers chat to existing staff, but it does seem very limiting to only employ full time staff or job sharers when there could be opportunities for much constructive and free feedback from a wider spectrum of staff who are in daily contact with hundreds of customers. Many of whom would be happy to work under conditions which are considerably less onerous for the employer too.
Thanks, I appreciate your reply, but it does make me curious. Here is what I can find after a very short search on Google ... https://careers.firstgroup.co.uk/gwr-customer-hosts (link leads to part time job opportunities on GWR).
As I understand it from my relative who works for them, he is among an excellent group of people who have all sorts of career backgrounds. They really enjoy their interaction with their customers, and they thoroughly enjoy working on the railways, regularly bringing smiles to the faces of the travelling public, as well as often providing useful interactions with other staff at many levels both on and off the trains, about customer satisfactions and how services might be improved.
This is only one thought (and yes it's going off topic), and of course it could be countered that customers chat to existing staff, but it does seem very limiting to only employ full time staff or job sharers when there could be opportunities for much constructive and free feedback from a wider spectrum of staff who are in daily contact with hundreds of customers. Many of whom would be happy to work under conditions which are considerably less onerous for the employer too.
It could open a more diverse base, but I don’t see how it is “less onerous” for the employer. It is certainly cheaper to have more full time staff who can work 7 days a week which a roster that matches the require demand. 1 full time person might be 2 part-timers and whilst the salary might be the same you know have to buy 2x uniforms, 2x pensions, 2x equipment etc.
Also I don’t really know what you mean by “free feedback” and how many points you mention differ whether you are full-time or part-time?
There are currently no plans to recruit for TfW at Shrewsbury for the role of Customer Host due to a recent onboarding of 3 staff which means that unless someone leaves, their roster is currently full.
It could open a more diverse base, but I don’t see how it is “less onerous” for the employer. It is certainly cheaper to have more full time staff who can work 7 days a week which a roster that matches the require demand. 1 full time person might be 2 part-timers and whilst the salary might be the same you know have to buy 2x uniforms, 2x pensions, 2x equipment etc.
Unless I'm mistaken, employers have quite a few obligations to full time employees. A pool of part time staff could work on an "as required basis" when asked, with the corresponding lack of obligations to employers similar to that which zero hours contracts have. Personally, and a a (young-ish) pensioner I would be more than happy to be part of a pool of part time staff, working as and when work is available. I'd be more than happy to head to Crewe at short notice for example, to provide a trolley for a train to Glasgow/Edinburgh, and to either providing a trolley to come back aswell or just come back as a passenger.
I fully acknowledge that I don't have the benefit of all insider information about this, but it just seems that there might be options worth exploring, which perhaps haven't been to date. Something that made me think about possibilities was that a close relative, an airline pilot, was on standby and on Christmas morning he had to pilot a flight for two days away, leaving within 30 minutes of the phone call to him, because he was on standby. I'd be happy to be on standby at no pay (unlike my relative, but then I'm retired and so it's fine for me), for a required period ready to rush off when needed.
This can easily be doubted by those who don't want to hear criticism, let's just say that as an outsider, I see many situations where TOCs ask for feedback, but they often make themselves impervious to actually receiving most of it. I've been asked many times for feedback on journeys and I've asked that I could be contacted, giving my phone number, but no-one EVER contacts me. This suggests that TOCs often just hear what they want to hear, in order to be able to tick their appropriate boxes, but when talking to fellow passengers their stories are often very justified, and clearly don't get taken into account.
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There are currently no plans to recruit for TfW at Shrewsbury for the role of Customer Host due to a recent onboarding of 3 staff which means that unless someone leaves, their roster is currently full.
Thanks. That seems a bit incongruous when hearing messages from the TfW train manager apologising that there will be no catering service for that day, but I guess that TfW simply don't want to consider ways to have staff on standby?
Unless I'm mistaken, employers have quite a few obligations to full time employees. A pool of part time staff could work on an "as required basis" when asked, with the corresponding lack of obligations to employers similar to that which zero hours contracts have. Personally, and a a (young-ish) pensioner I would be more than happy to be part of a pool of part time staff, working as and when work is available. I'd be more than happy to head to Crewe at short notice for example, to provide a trolley for a train to Glasgow/Edinburgh, and to either providing a trolley to come back aswell or just come back as a passenger.
Okay, but full-time employees could be asked the same on an overtime or RDW basis. I’m sorry just because you may be interested in such a position, does not mean that companies feel the same way.
I fully acknowledge that I don't have the benefit of all insider information about this, but it just seems that there might be options worth exploring, which perhaps haven't been to date.
Something that made me think about possibilities was that a close relative, an airline pilot, was on standby and on Christmas morning he had to pilot a flight for two days away, leaving within 30 minutes of the phone call to him, because he was on standby. I'd be happy to be on standby at no pay (unlike my relative, but then I'm retired and so it's fine for me), for a required period ready to rush off when needed.
Standby or “spare” turns are already built into train crew rostering. Often though there are shortages due to training / sickness / annual leave that these are taken up. There’s only so much spare capacity. What you suggest about being available on “no pay” is unlikely to work in practice for HR or payroll reasons.
This can easily be doubted by those who don't want to hear criticism, let's just say that as an outsider, I see many situations where TOCs ask for feedback, but they often make themselves impervious to actually receiving most of it. I've been asked many times for feedback on journeys and I've asked that I could be contacted, giving my phone number, but no-one EVER contacts me. This suggests that TOCs often just hear what they want to hear, in order to be able to tick their appropriate boxes, but when talking to fellow passengers their stories are often very justified, and clearly don't get taken into account.
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I understand all that, but I am not sure what that has to do with part-time employees versus full time employees? If anything full-time employees get greater exposure to a range of passengers (business, commuting, leisure), whereas part-time workers will only get a limited segment view of a given TOC’a customer base.
It may be that other people have been asked for feedback, not you. I have often left emails / phone calls in the same manner and have only even had a follow up contact from one company. But again I am not sure what relevance this has to part-time roles at a TOC.
Okay, but full-time employees could be asked the same on an overtime or RDW basis. I’m sorry just because you may be interested in such a position, does not mean that companies feel the same way.
Standby or “spare” turns are already built into train crew rostering. Often though there are shortages due to training / sickness / annual leave that these are taken up. There’s only so much spare capacity. What you suggest about being available on “no pay” is unlikely to work in practice for HR or payroll reasons.
I understand all that, but I am not sure what that has to do with part-time employees versus full time employees? If anything full-time employees get greater exposure to a range of passengers (business, commuting, leisure), whereas part-time workers will only get a limited segment view of a given TOC’a customer base.
There are many, many people from the transport industry (and other industries) who have much knowledge and experience of how to keep customers happy. I've certainly met some very knowledgeable and helpful on-board hosts on my travels, but some leave a fair bit to be desired. I don't think it's valid to disrespect potential part-time workers by saying that they would only get a "limited segment view" , because some existing staff clearly have exactly that.
It may be that other people have been asked for feedback, not you. I have often left emails / phone calls in the same manner and have only even had a follow up contact from one company. But again I am not sure what relevance this has to part-time roles at a TOC.
You're right, it's tangential to part-time roles, I was just seeking a way to find added value for such positions, but the brick wall is clearly visible!
I'm saying some of this tongue in cheek and with a wry smile, I'm actually very philosophical about it all. I could even suggest that if I only had access to the ear of someone influential in the rail industry whilst travelling and seeing huge potential for improvements, I could perhaps spare people on this forum from my posts which I'm sure many see as being something like "easy to make when he doesn't know the facts"
Not really. It's just that crew rostering arrangements - for the most part - have been built over decades and are overall very efficient. If the issue is with crew shortages and things like weekend working, well that is wider T&Cs or employment strategy and funding which is another matter.
There are many, many people from the transport industry (and other industries) who have much knowledge and experience of how to keep customers happy. I've certainly met some very knowledgeable and helpful on-board hosts on my travels, but some leave a fair bit to be desired. I don't think it's valid to disrespect potential part-time workers by saying that they would only get a "limited segment view" , because some existing staff clearly have exactly that.
Not really. It's just that crew rostering arrangements - for the most part - have been built over decades and are overall very efficient. If the issue is with crew shortages and things like weekend working, well that is wider T&Cs or employment strategy and funding which is another matter.
Many things which have evolved over decades, warrant review. I know many people who are brilliant at their jobs, but it doesn't stop them having enforced regular assessments. A railway which runs efficiently certainly doesn't make it immune from fault, indeed some might even see it (and some within it) as complacent!
Are you suggesting that those who might seek weekend employment wouldn't be capable of understanding the full operation? Quite apart from possibly having actually commuted themselves on weekdays by rail?
We could go on discussing this and I'm happy to if you are. We might even find some points of agreement, but for now I'm in a position of being seen as an outsider, which means I do appreciate the dialogue - even if I do see points that I'm motivated to question
Many things which have evolved over decades, warrant review. I know many people who are brilliant at their jobs, but it doesn't stop them having enforced regular assessments. A railway which runs efficiently certainly doesn't make it immune from fault, indeed some might even see it (and some within it) as complacent!
Are you suggesting that those who might seek weekend employment wouldn't be capable of understanding the full operation? Quite apart from possibly having actually commuted themselves on weekdays by rail?
No, but - as I said above - they may not get the full range of passenger segments in their daily work life. You were the one who brought this up. It is something very different to being a passenger.
We could go on discussing this and I'm happy to if you are. We might even find some points of agreement, but for now I'm in a position of being seen as an outsider, which means I do appreciate the dialogue - even if I do see points that I'm motivated to question
Not at all; we have outsiders question things all the time - see this recent thread about train crew rostering - but I am not entirely sure what your point was overall other than you want to see more part-time employees (particularly on the weekend) and I am merely suggesting that there isn't really the demand or need for it at the vast majority of train companies and locations and it is unlikely to be very effective.
Thanks. That seems a bit incongruous when hearing messages from the TfW train manager apologising that there will be no catering service for that day, but I guess that TfW simply don't want to consider ways to have staff on standby?
There is more than just a Depot at Shrewsbury in terms of catering. TfW have catering running out of 7 stations across the Network, so any shortfall on a service that is advertised as having catering can be down to any number of reasons based upon area.
My observations on the matter are more or less as follows:
1. Unpaid casual "standby" etc is just asking for a fight with the unions, who spend a lot of time banging on about reducing the casualisation of the workforce. Being spare isn't a new concept.
2. I don't really understand the point you're making on customer feedback. Unless it's something very specific that you can take to the right person off your own back (I've had good results with fixing some problems for customers with things like messed up ticketing settings, and even unintended consequences of changes to train times) front line staff are basically not asked for any feedback from customers. You just signpost them to customer relations. No one has time to wade through hundreds of staff members asking them how their customers were today on a busy network. That's not to say passing things on isn't possible, because it is (see above) but my job as a front line staff member (in my case a guard) doesn't involve submitting customer feedback myself.
Thanks. That seems a bit incongruous when hearing messages from the TfW train manager apologising that there will be no catering service for that day, but I guess that TfW simply don't want to consider ways to have staff on standby?
The train might have no catering when booked because of something other than staff shortages.
Lets say a Shrewsbury based host is supposed to get on a service at Shrewsbury and work to Newport. Theyll then have a break and return Newport to Shrewsbury on a later service. You board the later/return service at Newport and are told sorry no catering onboard. What people assume is staff shortages etc, often it is the case that the hosts first working down was a full and standing 2 car service and the conductor has signed them off due to overcrowding, so theyre now sent off on a different service somewhere else.
For what its worth, TfW do recruit part time hosts (they definitely have for Shrewsbury and Chester in the last few years), a friend of mine applied and got the position. If i remember rightly its not fixed days but rather on a rota so different days and shifts each week, he also said there was plenty of opportunity for overtime and the option to go full time after a while if you fancy. Not sure if they still recruit part time but last I heard they were pretty much fully staffed (at Chester at least).
I’ve certainly seen Avanti advertise for weekend catering staff (can’t remember specifically which locations) but if you sign up to their job email alerts then you’ll hear about any positions as soon as they arise.
Lets say a Shrewsbury based host is supposed to get on a service at Shrewsbury and work to Newport. Theyll then have a break and return Newport to Shrewsbury on a later service. You board the later/return service at Newport and are told sorry no catering onboard. What people assume is staff shortages etc, often it is the case that the hosts first working down was a full and standing 2 car service and the conductor has signed them off due to overcrowding, so theyre now sent off on a different service somewhere else.
It is exactly this. If signed off, Customer Hosts don't need to be sent towards where they were due to go. Using your example, if they get signed off a service bound for Newport, they could technically be sent to Holyhead. As long as it gets them back to their depot within their hours for that day they can be sent anywhere.
For what its worth, TfW do recruit part time hosts (they definitely have for Shrewsbury and Chester in the last few years), a friend of mine applied and got the position. If i remember rightly its not fixed days but rather on a rota so different days and shifts each week, he also said there was plenty of opportunity for overtime and the option to go full time after a while if you fancy. Not sure if they still recruit part time but last I heard they were pretty much fully staffed (at Chester at least).
You are correct here as well. Transport for Wales do hire part time staff as well as full timers. It works on a rota based system, so there is no consistency with what shifts you have. Until that rota comes out you have no idea what you are working. Obviously the rotas are done weeks in advance.
Talent Pool – Part-Time Onboard Host, Hull We are currently inviting applications for Part-Time Onboard Host roles to join our Talent Pool where applications are held on file for a maximum of six-months; during this time, you may be contacted when full-time or part-time vacancies arise. 17.5...
careers.firstgroup.co.uk
We are currently inviting applications for Part-Time Onboard Host roles to join our Talent Pool where applications are held on file for a maximum of six-months; during this time, you may be contacted when full-time or part-time vacancies arise.
17.5 hours (part-time is weekend work), pro rata salary £12,817.44 and benefits package including free and discounted rail travel, company pension scheme, 13 days' annual leave plus pro rata bank holidays, health cashback scheme and 50% gym paid membership fees.
The purpose and objectives of this role are:
Comply with the Hull Trains Food Safety Policy.
Maintain a hygienic working area within the Food Safety Policy and HACCP guidelines, holding responsibility for all goods, stock rotation and to alert management of any discrepancies or poor practices.
Maximise catering revenue through proactive selling on-board.
Undertake direct hospitality and customer service duties on board as directed by the Onboard Manager & Onboard Experience Manager.
Offer all customers an exceptional food and beverage service, both in First Class & Standard in line with the company's specification.
Meet sales targets.
Ensure that all paperwork is completed correctly in line with the company's standard requirements, relating to on board stock control, food hygiene and financial.
All stock control issues including rotation, storage and top up ordering.
All prescribed cleaning duties are undertaken in the course of your shift.
Offer assistance to all other Hull Trains departments during times of disruption to ensure that customer service and operational excellence is maintained at all times.
Undertake full meet & greet duties at all stations and in line with Hull Trains standards.
To ensure that all marketing material required on board are requested and delivered to services in a timely manner.
To ensure wastage is minimised through stock rotation and control.
To ensure that sufficient stock levels, both ambient and perishable are maintained to provide 100% stock levels to all train services.
Accurately record all issues made from the Service Centre using the Stock Management system.
Protect the company and customer's assets, this includes wastage by being vigilant and reporting any suspicious situations to your Line Manager.
Carry out stock counts as required and enter results accurately into the stock systems.
To work closely with all members of the Hull Trains team to ensure that we have the highest standards possible on our services and that we work within a safe environment.
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careers.firstgroup.co.uk