Hello all
Just interested to know from those of you who have had to use selection criteria for compulsory redundancy should we not receive volunteers, whether you have a set amount or what would be considered a reasonable number of criteria. I have a whole bunch put forward from an at risk employee, some of which are subjective so won't be used and will explain why at meeting to consider, some of which are included from our side, work perf, disc record, transferable skills and competence across school, quals. won't use attendance as 2 are v part time and two full time and unfair due to disability of 1. others put forward are a bit out of it but will consider of course. How many is too many.
Any guidance would be useful in the next day or 2. Thank you all
Hi Wendy, having worked in LA/Schools with heavy TU influence selection criteria will follow the business case for making compulsory redundancies undertaken as part of the consultation processes. Key issues on consultation is to undertake meaningful consultation with a view to reaching agreement, albeit more often than not, there is no agreement with TU when redundancies are on the horizon, should ensure due process is maintained throughout with chronology of decisions, communications and activities.
Outputs from Staff consultation should be noted - (feed into FAQ?)
A typical criteria is (for example) outcome of mapping/matching exercise of roles (not people) to include TU engagement between old/new posts, then undertake an impact/risk assessment on individuals. Are your posts ceasing at identified date or diminishing over time?
Whole load of questions are being poised - I don't feel that enough homework has been undertaken on the process and trust that legal team have been engaged
Hi Ruth thanks for input. Yes legals and TUs included in setting out and running process and also LA as we are maintained. Reason for process diminished due to huge deficit and requirement for reduction in numbers due to reducing curriculum requirements in specific subject. All due processes being followed, minutes provided, hearing suggestions, putting forward proposals to avoid etc. If small no. comp redundancies required, prob would look to 31/8 as taking effect but with PILON past that dependant on service and contractual obligation. hoping to map to other roles if they will consider them.
