Selection Criteria - Disclosing Selection Criteria Scores

Hi - I am currently in the midst of a consultation period at work. In my 'pool' there were 21 of us at risk. There has been a restructure menaing all of our roles were redundant. To allocate pepole to the new roles managers were asked to write reports on individuals. Something I feel unfair as it of course depends how well you know the person writing yoru assessment. They said they would also take into consideration sick record, lateness general performance to enable them to decide who would fill the new roles wihtin the new structure.

I have since had my first individual cosutlation meeting where I was unfortuantley told that there was not a position for me (14 are now safe the rest of us are still at risk). I was offered no explanation adn told merely the others in my pool were exceptional.

I have not had any time off sick, had glowing pdr's and pdp's adn feel this process may not have been the fairest way to deal with this.

I asked whether I coudl see the report - my employee rep advised me to do this - and was told they are not prepared to reveal them.

My question is therefore - is this allowed? Surely we are entitled to see the reports?

Any help or advice would be really gratefully received.

many thanks!

Thank you for your question although I am sorry to hear about your redundancy situation at work.

As well as being fair and non-discriminatory a redundancy selection criteria should be capable of objective measurement and verification.

You are entitled to see what score you have achieved against the selection criteria, however you are not really entitled t see others scores. Although there is not an obligation on your employer to disclose the scores of others, a failure to disclose (anonymously of course) could convert the redundancy into an unfair dismissal. To reduce this risk, employees can be given a copy of the scoring matrix, with all names blanked out (apart from yours).


Individuals may be able to claim that their selection for redundancy was unfair if they were refused details of their own scores, and claim unfair dismissal compensation accordingly.


I would advise that you ask for a copy of your score and the scores of anyone else with whom you have been compared. You may need a consultation meeting to be adjourned to give you time to check over the scores. If you think you have been incorrectly assessed or that someone else should have assessed you tell your employer why.

If you are dismissed and you think you have been unfairly selected, make sure you appeal the decision.

I hope this advice has helped. Please reply if you need any further help or to update us with your situation.

hi
i was selected for redundacy and the marix scores were used,in 3 sections i got the score of nil(0) the sections are ATTITUDE,CLIENT LIAISON AND CLIENT PERCEPTION.I had been working for this company for 17 months and never had a day off never late also have no live warnings on file.At my appeal i asked them if they had any evidence to support their scores and they replied that they had no evidence.I then showed them the small print on their matrix form thats states.(full text) AWARD 5 FOR EACH COMPETENCY UNLESS THERE IS TANGIBLE EVIDENCE TO JUSTIFY AN ABOVE AVERAGE SCORE(award 10)OR A BELOW AVERAGE SCORE (award 0).and as they have no evidence i shoiuld have had a basic score of 5.
If i was awarded the average score of 5 in each of those sections i would still be employed.
i hope this is of some use
les