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Can a department going through redundancy process have an internal appointment to a new post before the redundancy process is finished?

Discussion in 'Workplace dilemmas' started by Caz Gaiger, Apr 22, 2012.

  1. Hi there,
    Apologies for lack of spacing - it won't put them in.Sorry.

    I am not going to mention specific subjects here - I hope this offends no-one but I am very concerned about raising this in a public forum.


    Back in November, my headteacher put out a restructuring
    document and was looking to create a Director of Z
    role, which combined the head of X and head of Y
    role as well as the overseeing of our specialism. This was
    obviously geared towards the member of staff who is the
    current head of Y and assistant specialism.


    There was also to be a post of assistant to the Director of
    Y where the head of X was going to be relocated.
    I am neither X or Y.


    In March the headteacher discussed making a member of the
    X and Y department redundant. At first we couldn't
    understand why. Then on speaking again to the head teacher,
    he revealed that 1 period a fortnight of X had been taken
    away and given to English or Maths in years 8 and 9.
    This was not discussed with the Head of X or 'his' SLT
    Line Manager. Nor was 'his' Line manager aware of
    redundancies before we met with them!

    This leaves us in this situation. The deadline for
    applications for voluntary redundancies is May 2nd.
    Last week the job description for Director of Z was
    put out and expressions of interest have to be in on Monday (tomorrow).

    To my mind this directly conflicts with the redundancy
    process as the first selection criteria is the ability to
    fit in to the new structure.

    As I see it, this means that if I don't express an interest
    in the role I lower my potential score in the redundancy
    process.
    Furthermore, if I am interviewed and fail to get the job,
    then this will count against me also as my score will be
    reduced on the principle criteria but will obviously mean
    that the person selected for the role will be exempt from
    the redundancy process because having been appointed they
    will score maximum points.
    Also, if the redundancy process runs alone, I can state
    where I believe I fit in to the position of Director of Z and I am
    assessed on what I evidence rather than my performance on a
    15 minute interview.

    Surely running this two processes side by side is a
    conflict? Is it allowed?
    What do you think?
    Thanks for your time.
    CT
     
  2. Hi there,
    Apologies for lack of spacing - it won't put them in.Sorry.

    I am not going to mention specific subjects here - I hope this offends no-one but I am very concerned about raising this in a public forum.


    Back in November, my headteacher put out a restructuring
    document and was looking to create a Director of Z
    role, which combined the head of X and head of Y
    role as well as the overseeing of our specialism. This was
    obviously geared towards the member of staff who is the
    current head of Y and assistant specialism.


    There was also to be a post of assistant to the Director of
    Y where the head of X was going to be relocated.
    I am neither X or Y.


    In March the headteacher discussed making a member of the
    X and Y department redundant. At first we couldn't
    understand why. Then on speaking again to the head teacher,
    he revealed that 1 period a fortnight of X had been taken
    away and given to English or Maths in years 8 and 9.
    This was not discussed with the Head of X or 'his' SLT
    Line Manager. Nor was 'his' Line manager aware of
    redundancies before we met with them!

    This leaves us in this situation. The deadline for
    applications for voluntary redundancies is May 2nd.
    Last week the job description for Director of Z was
    put out and expressions of interest have to be in on Monday (tomorrow).

    To my mind this directly conflicts with the redundancy
    process as the first selection criteria is the ability to
    fit in to the new structure.

    As I see it, this means that if I don't express an interest
    in the role I lower my potential score in the redundancy
    process.
    Furthermore, if I am interviewed and fail to get the job,
    then this will count against me also as my score will be
    reduced on the principle criteria but will obviously mean
    that the person selected for the role will be exempt from
    the redundancy process because having been appointed they
    will score maximum points.
    Also, if the redundancy process runs alone, I can state
    where I believe I fit in to the position of Director of Z and I am
    assessed on what I evidence rather than my performance on a
    15 minute interview.

    Surely running this two processes side by side is a
    conflict? Is it allowed?
    What do you think?
    Thanks for your time.
    CT
     
  3. Sounds complicated. Others here should be able to give specific advice, but it sounds like the unions represetned at your school should be actively engaged in this. Have you tried your union or used the legal advice telephone service that comes with legal protection service under your household insurance?
    Good luck

     

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