Guaranteed Interview Scheme help

GlasweJen

FBaby wrote: »

If she ticks the GIS box, that's different. Of course they could disagree that she met the criteria for GIS, but in this instance, she should be entitled to an explanation.

She needs to investigate with HR, but alternatively, she might want to raise a complaint as they would be breaching their policy and that could have serious consequences for them.

I don't see how they could say she's not disabled under the scheme. She is properly Deaf, not hearing impaired. Her first language is british sign language (god send for when reception forget to book an interpreter), she went to a school for Deaf children and can only hear a little bit as a result of surgery and implants that work with hearing aids. She mostly lip reads and she has a different pattern of speech compared to people with normal hearing. It's her own hard work that's meant she doesn't need an interpreter to go about her day and she has an access to work bundle that would move site with her.

LittleMax wrote: »

But without feedback you don't know that she did. You weren't on the panel doing the shortlisting. She should ask for feedback.

Well I do know, firstly because the job used to be mine and I work with band 3s now so I know the role hasn't changed and secondly because they publish the check list of essential and desirable criteria with the application pack. The application was written with that list sat in front of us.

She asked for feedback on Tuesday by email (for obvious reasons), didn't get any response so chased it on Friday and got a phone call at 3:55pm from the charge nurse at the unit who said she would be in until 4 if she wanted to call her back. I'm livid for her, she obviously can't pick up voicemail and her phone has a message to this effect "hi, you've reached Flossies phone, I'll get your message next time I have someone to hear for me. If it's urgent send a text or email me at ....." so even if the nurse didn't realise her error the voicemail should have prompted her to send an email even if it was sent via HR to be checked over, no text and no email. A simple "sorry I phoned Floss, we will send feedback via email or letter to you by Tuesday" to her email or text account would have been sufficient.

I've told her to email the HR team again and ask for written feedback and also to talk to the union guy on Monday to let him know this is ongoing and she might need support further down the line.

LittleMax

LittleMax wrote: »

But without feedback you don't know that she did. You weren't on the panel doing the shortlisting. She should ask for feedback.

GlasweJen wrote: »

Well I do know,

Not without feedback - you don't!

GlasweJen wrote: »

firstly because the job used to be mine and I work with band 3s now so I know the role hasn't changed

Irrelevant!

GlasweJen wrote: »

secondly because they publish the check list of essential and desirable criteria with the application pack. The application was written with that list sat in front of us.

And, so did most others who applied. You and the applicant consider that she covered the essential criteria and gave examples of how she met these - the Panel may disagree. To find out the applicant needs to request feedback.

Only by asking for feedback - will she find out which essential criteria she failed to meet, and then can work on these for any future applications.