Redundancy Selection Criteria

Guide for Employers and Managers

This redundancy selection criteria overview can form the basis upon which all permanent and temporary employees can be measured.

The objective is that every employee will be evaluated against key criteria to achieve a total score.

Criteria must be objective, non-discriminatory and applied fairly and consistently throughout. It is essential that criteria is considered against comparable roles and functions.

These guidelines should only be used in conjunction with A Personnel Solution Terms of Use.

REDUNDANCY SELECTION

Where it is necessary to make compulsory redundancies, the Manager will need to establish:

  • every position at risk of redundancy
  • positions at risk of redundancy should be split into pools of employees as wide as possible, but can consist of only one employee
    and
  • the criteria to be used to make the selection for redundancy

REDUNDANCY CRITERIA MEASURE

The following are examples of criteria that can be used to select employees for redundancy. It is highly recommended that between 3-5 criteria are applied fairly and consistently to avoid discrimination:

TIME AND ATTENDANCE

In order to apply this criteria Managers must ensure that time and attendance records are up to date for all employees throughout the company, not just those that are at risk of redundancy. Be careful of the type of absence measured, for instance do not include time taken off for paternity, maternity, anti natal, paternal, adoption leave, training, health and safety, jury service, territorial army or trade union membership duties.

CAPABILITY

An individual employee is measured against specific levels of work performance. This will need to be based on objective evidence which can be sourced from performance review/appraisal schemes.

Various levels can be used to mark standards within an employee’s capability:

Assessment Level 5 (highest level)

Employee

  • learns all jobs and tasks very quickly with the minimum amount of training
  • consistently produces work well above the required standard whilst adhering, and promoting, all quality and Health and Safety procedures
  • actively displays the potential to learn and develop within the business

Assessment Level 4

Employee

  • learns jobs and tasks quickly and above training plan targets
  • consistently produces work above the required standard whilst adhering to all quality and Health & Safety procedures
  • is actively willing to learn and develop within the business.

Assessment Level 3 (average rating)

Employee

  • learns jobs and tasks to training plan requirement
  • consistently produces work to the required standard whilst adhering to all quality and Health & Safety procedures
  • is willing to learn and develop within the business

Assessment Level 2

Employee

  • takes longer than the average time to learn jobs and tasks. Occasionally over runs to training plan
  • occasionally produces work below the required standard and occasionally needs reminding of quality and Health & Safety procedures
  • does not show ambition to learn and develop within the business.

Assessment Level 1 (lowest level)

Employee

  • rarely meets the training plan to learn jobs and tasks. Regularly over runs to training plan
  • regularly produces work below the required standard and consistently needs reminding of quality and Health & Safety procedures
  • has a negative approach toward learning and developing within the business.

ADAPTABILITY

Consideration can be given to how multi skilled or adaptable the employee is in carrying out a function or various functions for the company.

EXTRA SKILLS

Allocating points for specific skills employees may possess, other than their skills and abilities within their normal working role, which are over and above their basic job specification for instance first aider/fire warden/health and safety representation.

DISCIPLINARY RECORD

In order to apply this criteria, Managers must ensure disciplinary records are up to date and disciplinary warnings current. Served warnings should not be used in the selection process.  Points allocated due to outstanding disciplinary warnings should be deducted from the selection score sheet or matrix.  Or give points for a clear record and reduce according to the level of warning.

LENGTH OF SERVICE

It is highly recommended that length of service or last in first out (LIFO) is only used when all other criteria measures have been exhausted and there remains an equal score between employees and/or the selection criteria measure carries a low weighting value.

AUTOMATICALLY UNFAIR SELECTION CRITERIA

Using certain selection criteria will make any redundancy dismissal automatically unfair, including

  • any reasons associated with pregnancy, maternity, paternity, adoption, parental leave, age, sex, sexual orientation, religion or belief, marital status, age, race, ethnic origin or disability
  • trade union membership, non-membership or activity
  • employee taking action against the company in respect of health and safety or any other area covered under whistle blowing regulations
  • reasons related to regulations on part-time workers

 

A Personnel Solution

.........Managing Redundancy Sensitively

Please click Redundancy for a complete set of documents to help manage the redundancy process throughout