Redundancy: B) Redundancy Selection Criteria Assessment Form FRED01 £16 plus VAT

This is a form to be completed for each member of staff. The use of clear and tailored criteria is essential in ensuring a fair process of selection for redundancy when choices have to be made over which employees are to be lost due to redundancy, and which are to be retained. The primary concern is to ensure that the selection criteria used reflects the needs of the business, and skills required from the staff. Good selection criteria will combine objective and subjective criteria. This example includes a number of objective criteria such as qualifications, and disciplinary record. It also contains subjective criteria such as adaptability. Criteria should be used where relevant to the jobs in question. This example allows for a range of criteria, and for additional specific criteria to be added by the employer. The scoring system is clear and easy to follow. The assessment should be done by a manager or supervisor with direct knowledge of the abilities of the employees that are the subject of the selection process. In addition it is crucial that the person carring out the selection process is able to rely on and refer to other documentation to support their assessment and scoring of any employee. This would include documents such as appraisals, disciplinary records, sickness absence records etc, as the manager may well have to show how he or she came to the reasons for assessing or scoring an employee in a certain way.