Collective Redundancy data access
Discussion
Just after a bit of advice.
I run/ran a team of 12 people in a finance company and we recently had to make a lot of redundancies.
My team has managed to come out pretty well with only 2 losses compared to other teams who have lost over 40% of their staff.
I was also in a separate pool [as managers]... and I haven't had an appraisal at work for 15 months now despite constantly harassing my boss - she is next to bloody useless. I got a letter at the end of the process simply stating that I "wasn't at risk". I immediately felt sorry for my guys that had - but the missus forced a beer down me.
I have since asked HR twice for my assessment scores due to the lack of any other visible performance assessment criteria of late. First very very off the cuff.. "oh and while you are there..." kind of question, second a little more direct "did you get my previous email about my assessment scores?", and the guy (works in a separate location) - has not responded to either. I know he is about as he sends "HR" stuff to everybody, and is involved in redundancy meetings-not even a "no", or "I'll get back to you", or "why do you want to see them then?" - just complete ignorance.
I don't want to rattle the cage too much, but me and my peers are getting a bit pissed off with the lack of transparency going up the company and lack of performance reviews across the board.
I want to pull rank, s
t them up a bit that they are p-ing into the wind, and state "Data Protection 1998 - now either give us our scores, or do proper assessments in a timely manner"
Any ideas how to do it nicely without being the trouble causer?
Larry
I run/ran a team of 12 people in a finance company and we recently had to make a lot of redundancies.
My team has managed to come out pretty well with only 2 losses compared to other teams who have lost over 40% of their staff.
I was also in a separate pool [as managers]... and I haven't had an appraisal at work for 15 months now despite constantly harassing my boss - she is next to bloody useless. I got a letter at the end of the process simply stating that I "wasn't at risk". I immediately felt sorry for my guys that had - but the missus forced a beer down me.
I have since asked HR twice for my assessment scores due to the lack of any other visible performance assessment criteria of late. First very very off the cuff.. "oh and while you are there..." kind of question, second a little more direct "did you get my previous email about my assessment scores?", and the guy (works in a separate location) - has not responded to either. I know he is about as he sends "HR" stuff to everybody, and is involved in redundancy meetings-not even a "no", or "I'll get back to you", or "why do you want to see them then?" - just complete ignorance.
I don't want to rattle the cage too much, but me and my peers are getting a bit pissed off with the lack of transparency going up the company and lack of performance reviews across the board.
I want to pull rank, s
t them up a bit that they are p-ing into the wind, and state "Data Protection 1998 - now either give us our scores, or do proper assessments in a timely manner"Any ideas how to do it nicely without being the trouble causer?
Larry
We don't allow our employees to see their full assessment data; only those who are identified as at risk get to see just their overall grade and all the grades of other team members (but no names, so it's anonymous) so they can understand why they have been selected.
RIF scoring is a totally separate process to a performance review, you do not want to confuse the two. Keep on chasing your manager if you them to give you a dedicated performance review.
RIF scoring is a totally separate process to a performance review, you do not want to confuse the two. Keep on chasing your manager if you them to give you a dedicated performance review.
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