Redundancy matrix ?

missymugwump

Hi I have been told that a matrix is used for calculating who to let go

Im guessing that length of service,punctuality,attendance, are taken into account

What else are they allowed to use
And
What are they not allowed to use in the "consultation" process


Hubby has his interview next Wed & wants to be sure he can put his case for staying as thoroughly as poss

LindsayO

Can't he find out what is in the matrix before the meeting?
Maybe a formal letter specifically asking for a break down of the factors used is in order

They can use performance indicators too I think

missymugwump

Is he allowed to know ?
He has been called to a first meeting next Wed
We are pressuming he will be handed a letter at that meeting and then called to a further one ?

It seems that the 4 people invited to the meeting are deffo going seems unfair as its obvious
There are many people who appear to have been excluded from the process
But im sure they have taken advice and are doing it all by the book

Its all such a farce

LindsayO

Two things to bear in mind
1. they may not be doing it by the book, I work for a university, they have a firm of lawyers and an HR department, yet they still do some pretty underhand stuff. I'm disabled and my boss has definitely stepped outside of the disability law on a couple of occasions. We were able to resolve things, but I did have a case of discrimination that I could have persued. So don't assume that they will act within the law. They will do whatever they think they can get away with, if it is in their interest

2. Even if they are doing it by the book, he may still be able to appeal. They come up with a matrix, and apply it, and your hubbie's name pops up but he may be able to argue that there are circumstances they haven't considered

missymugwump

Toots thank you so much great information

wrx_youngster

Toots said it all really, i have just been made redundant via the matrix system. And the company can score how they want. For example i have been there 11 plus years and they have kept a person that had been there 1 year will limited experience, but his and other scores were far higher than mine. Basically they scored it to keep the people that they wanted, whether it be the most skilled or the cheapest. I don't think that it is the best way of doing it.

Hope it works out ok for you.

missymugwump

I believe it to be flawed and suseptable to error
They are scoring A - D with D being the highest !
Two of the questions have been used twice but simply re-worded ?
Important factors like profits & loss on jobs done are not even included

God only knows what their agenda is were very confused
OH had a quick meeting and was given a copy of the criteria they will use

He has also now received notice of a meeting early next week to discuss with him the findings of the process
I take this as the polite way of saying its when we tell you your going ?
Would I be right to assume this

Spirit_2

Although you may believe the profit or loss on jobs done to be important, the employer may not agree with you. It would need to be capable of being converted to a productivity indicator really to be of any use (eg can do 4 per hour versus 3 per hour and so make more sales/production)

So long as the employer applies the criteria consistently, and then uses the scoring as a rational basis for decision making then the criteria can include what ever selection they need to retain particular skills or to distinguish between a group of staff where skills are common. Length of service alone is likely to be discriminatory based on age.

missymugwump

Ok maybe that is why ?
Thank you


But the process that they follow does that mean that at the meeting to discuss how he has scored compared to the other 3 will they let him go at that point ?

If they have made a decision based on the matrix & your first chance to get that information re your score,is at that meeting do they not have to give you an opportunity to query this and attempt to correct them if you think they are wrong ?

We are trying to work out when he will be asked to leave if hes one that is made redundant

Spirit_2

I would expect that they will discuss his scores with him, relative to the group and advise what that means (he would/would not be redundant) . If he is in the redundant group, he should ask on which area's he scored badly (some are objective -frequent absenteeism/qualifications for job/formal disciplinary record)and cannot really be argued with, others may be more open to further discussion eg no of sick days in x years - it might look high but be one episode for major surgery vs someone with fewer days but lots of short episodes.

The amount of notice he will get depends on his own contractual terms and length of service (statutorily) 1 week per year up to 12 weeks. In addition depending on the number of staff being at risk of redundancy he may also still be in a consultation period, and notice will not kick in until he is advised formally of redundancy at the end of the consultation.

What are the criteria? How does he score himself?

clearing_out_my_pockets

We have been in a consultation process in our office and we were told that length of service cannot be taken into consideration as it could constitute age discrimination.