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The University's redundancy selection process, including identification of 'at risk' posts, selection pool, criteria, application, consultation, redeployment, appeal, time off work, termination, and severance payments. Managers must consult Human Resources throughout the process.
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Approving authority: UE Consultation via: PSLB, CJNCC Approval date: February 2017 Effective date: February 2017 Review period: Five years from date of approval Responsible Executive: Global Director of HRD Responsible Office: Human Resources
normal recruitment practice into similar vacant posts would then be carried out. The Redeployment Policy provides further details on this process.
Following calls for volunteers and recruitment into the new posts, if there are still individuals "at risk" in the pool, objective criteria will then be applied to the remainder of the pool to decide which employees will be provisionally selected for redundancy.
Senior management will ensure that, as far as is possible, the criteria applied are objective, in that that they are not based on the subjective opinion of the individuals applying the criteria. As far as possible, the criteria used should be measurable and supported by documentary records, data or other evidence, for example attendance, disciplinary or performance records.
The selection criteria will depend on a number of factors, including the needs of the University at the time, and the roles under consideration. An Equality/Privacy Impact Assessment must be carried out when the selection criteria is under consideration and reviewed if the selection criteria changes.
The following is a non-exhaustive list of examples of the criteria that may apply:
Senior management will consult with recognised Trade Union representatives regarding the precise selection criteria and having consulted, will make the final
4. Application of Selection Criteria
The selection criteria will be applied to all the employees in the pool including anyone absent/on leave from work.
Employees will be scored against the selection criteria in a reasonable, fair and consistent manner. Normally, more than one manager will carry out the scoring exercise. The Head of School/Professional Service may request an HR representative to participate in the scoring exercise.
A provisional redundancy selection matrix will be used to score each affected employee. The matrix will set out the criteria against which affected employees will be assessed in a clear and transparent manner. It will set out the scoring ranges and any weighting attached to each criterion.
The selection criteria will be applied in a non-discriminatory manner. If an employee within the pool is disabled, reasonable adjustments will be made to the selection procedure to remove any disadvantage that the disabled employee would otherwise face. If an employee in the pool is absent due to maternity, adoption, Shared Parental Leave or long-term sickness absence, please seek advice from HR before completing the scoring.
In certain circumstances, it may be decided that it is appropriate to interview employees as part of the selection process. If this is the case, clear instructions will be given about how the selection will be made and more than one manager, plus a representative from HR, will be involved in the interview process.
Once the objective selection criteria have been applied and scoring has been completed, there will be a provisional selection for redundancy.
Employees who have been provisionally selected for redundancy will be considered to be part of a Redeployment Pool from which redeployment opportunities may be identified.
Each employee provisionally selected for redundancy will also be provided with a copy of their completed redundancy matrix, showing how they scored against each criterion and their overall score, for the purpose of reviewing the completed redundancy matrix.
Employees will be invited to attend individual consultation meetings to discuss how their score was arrived at. They will be able to raise any concerns, objections or challenges about their score and raise any other matters that they see fit about the redundancy situation. Employees may be accompanied to the meetings by a work colleague or Trade Union representative. Consideration will be given to any comments raised by the employee, but the ultimate decision on selection will be the University’s.
During the consultation process all reasonable efforts will be made to mitigate the potential redundancy, including the consideration of redeployment.
Following the individual consultation meetings, the Head of School /Professional Service or nominee, will make the final decision and inform the employee of that decision. The employee will be informed in writing of the decision to dismiss on the grounds of redundancy.
7 Redeployment
Where an employee is selected for redundancy, the University will make every effort to redeploy that employee to suitable alternative work in line with the provisions of University’s Redeployment Policy and Procedure.
8 Appeal 1
An employee who has been selected for redundancy and
(^1) See also "Management Lines of Responsibility in HR Policies and Procedures" document
Employees selected for redundancy, who have more than 2 years’ service, will be eligible to receive a severance payment, in accordance with the provisions of the University’s current Severance Payments Policy.
In considering the local application of this agreement, parties will note existing institutional Statutes & Ordinances.
Please contact HR helpdesk for queries regarding this Policy and linkedProcedures
Version No (^) Date of Approval
Approving Authority or responsible officer, as appropriate
Brief Description of Amendment
V. 6.0 February 2017 refreshed Dec 21
UE Refreshed to update references and links
