Advice on how to challenge negative Matrix comment?

METAL_MICKEY

Just to confirm that stage is that I have had 3 consultation meetings and with no change my redundancy has been confirmed.

My specific query is how I can go about challenging a comment used in my matrix score under the Competency of ' communication', which so far they have refused to elaborate on.

Essentially, they claim there was an 'incident' involving a colleague but they decided at the time to take no further action but to simply monitor the situation. The crux of the matter is that I have absolutely no idea of what they are referring to and during the consultation meetings all they were prepared to state was the date of the incident and they have stated that the complainant did not wish to pursue the matter. When I asked the identity of the complainant they refused.

My essential queries

1. How can they use this alleged incident when at no point was I informed of anything and therefore allowed to defend any accusation?

In a nutshell it appears that my Team Manager who I have a poor relationship with,independently decided to log the incident for ' possible future use' and then lo and behold along came the redundancy situation and they needed ammunition to justify a poor score.

The next stage is a possible in house redundancy appeal meeting but all the indications are that they will not be changing their mind and will not be providing any more info. It appears to me that they relying on me not wanting to go through the stress of a tribunal. I should add that there are other issues to possibly support a claim but this is the most obvious query.

Any thoughts on this please?

Jarndyce

METAL_MICKEY wrote: »

Just to confirm that stage is that I have had 3 consultation meetings and with no change my redundancy has been confirmed.

My specific query is how I can go about challenging a comment used in my matrix score under the Competency of ' communication', which so far they have refused to elaborate on.

Essentially, they claim there was an 'incident' involving a colleague but they decided at the time to take no further action but to simply monitor the situation. The crux of the matter is that I have absolutely no idea of what they are referring to and during the consultation meetings all they were prepared to state was the date of the incident and they have stated that the complainant did not wish to pursue the matter. When I asked the identity of the complainant they refused.

My essential queries

1. How can they use this alleged incident when at no point was I informed of anything and therefore allowed to defend any accusation?

In a nutshell it appears that my Team Manager who I have a poor relationship with,independently decided to log the incident for ' possible future use' and then lo and behold along came the redundancy situation and they needed ammunition to justify a poor score.

The next stage is a possible in house redundancy appeal meeting but all the indications are that they will not be changing their mind and will not be providing any more info. It appears to me that they relying on me not wanting to go through the stress of a tribunal. I should add that there are other issues to possibly support a claim but this is the most obvious query.

Any thoughts on this please?

My thoughts are that they could probably objectively justify your scoring without referring to this incident. It depends on how much weight is being given to it in the overall scoring as to whether it could form a case for unfair selection. Personally I doubt it.

You will have to go throught the appeal meeting raising the points and the 'other issues' you mention above, and if all else fails, yuo will need to get legal advice to see whether you have a case for unfair selection, looking at the whole process rather than just one aspect of it.