Challenge: Improving productivity and driving down head count.

September 2007 – Templine introduced to site in order to create competition with 2 existing suppliers that have been on site for years.

Templine’s National Implementation Team arrives on site and learns the AMT pick operation in ambient. Templine promise the client an increase in productivity rates in return for the promise of a greater share of the account.

Templine productivity stats are proven to be better than both agencies (see below).

Result – One supplier due to be removed (May 2009). Templine are now the main supplier. Temp headcount is reduced due to higher productivity. The client saves considerable costs on agency spend.

Challenge: Quick change in contract requirements.

26th November 2008 – Woolworths go into administration. This affects their subsidiary business Entertainment UK. This affects our clients Music, Video and Games retailer as Entertainment UK are their main supplier into stores.

The client approach Templine and ask if this extra volume can be handled (in headcount terms) if brought in house. The client will be forced into strict KPI penalties with the retailer if they agree to take the work and can not meet the targets. Templine are made aware of this in order that a sensible reply is guaranteed.

Templine agree to handle the extra volume on behalf of the client. The client agrees to handle the volume for the retailer based on Templines work and assurances.

Templine engage the National Implementation Team to support the on site Templine management in a recruitment drive – and induction process on a 7 day deadline. 150 extra staff are assessed and referenced (not all needed in the end). No second tier suppliers are engaged or needed.

Result – All extra volumes are handled (see graph to the right). The client awarded the Music, Video and Games contract from the retailer for the next 12 months as a result. Templine secure their position as sole supplier on site for another 12 months.

Challenge:Taking over from another agency.

February 2002. Client and agency work in partnership in foreseeing any problems with the existing supplier prior to engaging them in negotiations regarding their exit.

Recruitment starts 4 weeks before discussing TUPE with existing supplier.

80 staff interviewed, assessed and referenced.

Negotiations with existing supplier – including the offer of a goodwill payment for any temporary workers that the client wished to keep.

Existing supplier refuses the goodwill payment.

Existing supplier made aware of the 80 staff that have been interviewed, assessed and referenced.
Existing supplier accepts the goodwill payment for all existing temporary workers required by the client.

Result – Risk free and seamless implementation of Templine. Existing supplier exits with a goodwill payment and extended notice period (both outside of their contractual rights) for their co-operation – maintaining good local relations and the excellent reputation of the client.

Note – Templine remain the sole supplier over 7 years later.