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redundancy advice sought...

Discussion in 'Scotland - education news' started by ndcalvert27, Mar 19, 2012.

  1. Hi all, apologies for the re-post, this is also in Pay and Conditions but I wanted to get some quicker responses!
    I'm a
    probationer on the flexbile route and my school have notified me that
    one of my department is to be made redundant; with me being the obvious
    choice - the others in my department are the head of department, and the
    school's Director of Studies who also keeps a number of Computing
    teaching periods per week.
    I work in an independent school as a
    part time Computing teacher, a job which I took immediately on
    completing my PGDE. Initially I was offered a temp contract but when I
    said I coudn't give up my probation year for a temp contract they
    changed it to permanent, hence (i thought) giving me job security to at
    least complete my probation. I started in Aug 2010 and this week they
    have said about redundancies... I am about 2 years away (on my current
    0.4 rota) from completing my probation period. There's nothing written
    in my contract about probation, i'm employed solely as a teacher of
    computing.
    I'm looking for advice, please please please:
    1.
    i have a 1-2-1 meeting with the rector this week which i'm treating as a
    job interview, selling my positivity, etc etc. any help with this
    would be appreciated.. i'm already doing the usual interview prep but is
    there anything that would be particular to this situation i should
    include?
    2. we haven't been given the selection criteria yet,
    but can i assume that length of service (last in first out etc) is going
    to be on there, and if so,does anyone have any effective strategies to
    counter this?
    3. i've heard it said (read it on TES actually)
    that selection criteria are used 'mathematically' so that e.g. a score
    is given to each criteria for each candidate and the candidate with the
    highest/lowest score wins their redundancy package... so that it's all
    quantifiable in an appeal. is that the usual process? is it rigid -
    can anything be argued?
    4. we've been told that the redundancies
    are being driven by a desire for increased efficiency, rather than
    having a financial basis. IF the selection criteria are being used
    quantifiably, is there also a need for them to show a quantifiable basis
    for having the redundancies in teh first place?
    I may think of some more questions later, but for now any helpful responses would be most welcome!
    thanks
    N

     
  2. Hi all, apologies for the re-post, this is also in Pay and Conditions but I wanted to get some quicker responses!
    I'm a
    probationer on the flexbile route and my school have notified me that
    one of my department is to be made redundant; with me being the obvious
    choice - the others in my department are the head of department, and the
    school's Director of Studies who also keeps a number of Computing
    teaching periods per week.
    I work in an independent school as a
    part time Computing teacher, a job which I took immediately on
    completing my PGDE. Initially I was offered a temp contract but when I
    said I coudn't give up my probation year for a temp contract they
    changed it to permanent, hence (i thought) giving me job security to at
    least complete my probation. I started in Aug 2010 and this week they
    have said about redundancies... I am about 2 years away (on my current
    0.4 rota) from completing my probation period. There's nothing written
    in my contract about probation, i'm employed solely as a teacher of
    computing.
    I'm looking for advice, please please please:
    1.
    i have a 1-2-1 meeting with the rector this week which i'm treating as a
    job interview, selling my positivity, etc etc. any help with this
    would be appreciated.. i'm already doing the usual interview prep but is
    there anything that would be particular to this situation i should
    include?
    2. we haven't been given the selection criteria yet,
    but can i assume that length of service (last in first out etc) is going
    to be on there, and if so,does anyone have any effective strategies to
    counter this?
    3. i've heard it said (read it on TES actually)
    that selection criteria are used 'mathematically' so that e.g. a score
    is given to each criteria for each candidate and the candidate with the
    highest/lowest score wins their redundancy package... so that it's all
    quantifiable in an appeal. is that the usual process? is it rigid -
    can anything be argued?
    4. we've been told that the redundancies
    are being driven by a desire for increased efficiency, rather than
    having a financial basis. IF the selection criteria are being used
    quantifiably, is there also a need for them to show a quantifiable basis
    for having the redundancies in teh first place?
    I may think of some more questions later, but for now any helpful responses would be most welcome!
    thanks
    N

     
  3. Don't know about the independent sector, so any advice would be useless. Good luck though.
     
  4. Dominie

    Dominie New commenter

    Union!
     

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