Nominated representatives

brunettegirl

I have been made a nominated rep for my team - we have been consulted on the scoring matrix, but they want to add another box into the matrix at a later date depending on what the service request is from the council in 2 weeks time, this box will look at skills/qualifications - depending on what specialisms the council want us to cover. All staff have had the same training and do the same jobs, but some hold titles, even though everyone had the same level of training. but we don't have any other information. They want us to sign the current matrix off, saying we agree with it, before we see this extra box. We don't agree and don't want to sign it off. I have been told we can write a letter and say we don't agree, but im not sure if this is true or what the letter should say. Any help...?
I must add here, the general view is the company want to get rid of "dead wood" and are using this matrix as a way to do it.

Zazen999

What's wrong with the company getting rid of dead wood?

Is this a redundancy matrix?

brunettegirl

not all the people they want rid of are bda at their job, they just have a lot to say when the company say things wrong

Zazen999

That's not the definition of 'dead wood', that's 'troublemaker'.

getmore4less

This is part of the consultation process, for it to be meaningfull you need to respond contructivly, not just say we don't like it.

You need to decide what elements of the matrix you don't like and why.

A reason might be that a criteria is too subjective and not objective.
You feel a particular criteria is targeting a particular group people.

Suggest alternative to the chosen criteria you don't like that overcomes your objections but meet the spirit of the origional criteria.

I don't see the problem with saying you need the missing box to be fleshed out now, pre list all the skill/qualifications that are relevent and how they will be scorred for each potential specialisms that can be covered all this must be know allready.

Have you had a meeting with the group you represent to get their feedback?

Asuming this is a redundancy situation and not a TUPE
You should also be looking at the packages(payments outplacement support etc) how to mitigate the impact, ways to avoid redundancies etc.

I think you should google redundancy and have a good read through the ACAS BERR etc notes on the process, your job as rep is to make sure that company does the right thing.