The right to see redundancy socres

MissSarah1972

Hi there

I was made redundant and requested to see the scoring for the team I work in that were to be considered for redundancy.

I called ACAS for advice and they said I could request to see the scoring but when I wrote to my MD he has refused saying
'In response to your request, a simple copy of the assessment that was made against a range of criteria would be of no value and indeed potentially misleading without commentary from the person who conducted the assessments. On that basis we are sorry that we are not disposed to agree to the request and the matter should now be considered to be at an end'

Does anyone have experience on this and where do I stand? I only want to see what we were all scored on and what I got etc compared to others as I was the longest running memeber of the team by 5 years service.

thanks

Emmzi

generally its fair to see the criteria, and your scores against them, to correct any errors. Not to see other people's. Try rephrasing yur request in that vein?

MissSarah1972

Emmzi wrote: »

generally its fair to see the criteria, and your scores against them, to correct any errors. Not to see other people's. Try rephrasing yur request in that vein?

thanks for the reply. How would I know I scored the lowest if I do not see the others, obviously with no names on them?

Emmzi

You won't. It's a small field of candidiates though and it'd be easy for you to work out who was who - so you won't get that info.

You don't have a union supporting you? Another situation where they are invaluable.

MissSarah1972

Emmzi wrote: »

You won't. It's a small field of candidiates though and it'd be easy for you to work out who was who - so you won't get that info.

You don't have a union supporting you? Another situation where they are invaluable.

then the scores won't mean anything then if I can't see that for sure I was the lowest score. No I am not in a union.

MissSarah1972

thread should read 'scores' oops was late when I wrote this

Emmzi

MissSarah1972 wrote: »

then the scores won't mean anything then if I can't see that for sure I was the lowest score. No I am not in a union.

You can challenge how they have assessed you if you think it is incorrect, but that is all.

MissSarah1972

Emmzi wrote: »

You can challenge how they have assessed you if you think it is incorrect, but that is all.

but I have no idea how they have assessed me as they will not show me. Seems the company wins like they do all the time.

thanks for the help

Lincoln_Imp

You should be able to see the full assessment with scores on yourself as this should form part of the discussion with your company ,you can then argue the toss on your scores if you think they are wrong

You wont be able to see say what joe blogs has scored although you should get to see where within the scores you fall ,ie your score puts you in the bottom 3 and 3 people to be made redundant

We went through all this a couple of years ago ,you have the right to discuss the assessment with the person who did it ,present during the meeting were..
Person being made redundant
Person who did the assessment
Union rep
Hr rep

The first meeting was to say you were at risk and here is a copy of your assessment
2nd meeting was to discuss any score changes you would like to be taken into consideration
3rd meeting was deciding if you had a valid argument or not re extra points ,if not your redundant

Beilieve it or not we had a few where the HR dept had cocked up absence points and putting them right meant they were no longer at risk

MissSarah1972

Lincoln_Imp wrote: »

You should be able to see the full assessment with scores on yourself as this should form part of the discussion with your company ,you can then argue the toss on your scores if you think they are wrong

You wont be able to see say what joe blogs has scored although you should get to see where within the scores you fall ,ie your score puts you in the bottom 3 and 3 people to be made redundant

We went through all this a couple of years ago ,you have the right to discuss the assessment with the person who did it ,present during the meeting were..
Person being made redundant
Person who did the assessment
Union rep
Hr rep

The first meeting was to say you were at risk and here is a copy of your assessment
2nd meeting was to discuss any score changes you would like to be taken into consideration
3rd meeting was deciding if you had a valid argument or not re extra points ,if not your redundant

Beilieve it or not we had a few where the HR dept had cocked up absence points and putting them right meant they were no longer at risk

We were told in a meeting one of us would lose our job due to the new computer system automating a lot of the accounts role and the loss of business in the last 18 mths. We were told there would be a consultation period of probably 3 weeks but that lasted one week and we each (team of 4, not the 2 supervisors) had one meeting where we could ask questions. Then a week later we were told the consultation had ended and I was handed a letter to attend a meeting where I was told it was me (like the letter said) and what I would get paid (only statatory) and the next Friday I left.

There was 3 people who did the scoring as some of us had worked under the other supervisor who got transfered to another area in accounts.

I did ask the Financial Controller for the scoring and he told me I was paid in lieu of notice and if I wanted to see the scores he suggested I return to work to work the notice and hand back the cheque. This is when I emailed the MD and was told no the matter is closed.

Emmzi

the harsh reality is, they can make up any selection criteria (other than race etc) and manipulate it so they one they choose to be out, is out. So it is seldom worth the fight. They may say it was days off ill, qualifications, customer complaints, whatever.