Redundancy Policy Support - Newtown High School

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Appendix 1Redundancy Selection AssessmentHeadteachers are strongly advised to seek advice from Human Resources regarding consistencyand fair application of this assessment, and of potential costs before finalising any decisionsregarding which individuals are selected for redundancy.VolunteersIf an employee is volunteering for redundancy/retirement and by that person volunteering will savea redundancy situation, there is no need to complete the remainder of the assessment. Should theschool find, however, that there are too many volunteers or they are inappropriate, then theassessment will need to be completed.Skills/QualificationsThe person specifications for the positions that are available will highlight both essential anddesirable skills.Ranking:08: meets the full person specification for both essential and desirable skills06: meets the full person specification for essential skills04: meets at least 75% of the person specification for essential skills02: meets at least 50% of the person specification for essential skills00: meets less than 50% of the person specification for essential skillsDisciplinary RecordOnly current warnings may be taken into consideration. Performance and disciplinary matters musthave been managed in accordance with the Council’s Disciplinary Policy, with supportingdocumentary evidence.Ranking:06: no warnings on file04: verbal warning02: first written warning00: final written warningSickness AbsenceDo not include maternity related absences or absences relating to an employee’s disability.Attendance and sickness-related issues must have been managed in accordance with theCouncil’s Attendance Management policy, with supporting documentary evidence.Ranking: 08: has had less than five days sickness absence in the past year 06: has had more than five days sickness absence in past year but less than 04 04: has had four cumulative weeks absence during the past year or one long term absence of eight weeks or more during the past year. 02: has had periods of absence in excess of 04 above.
Appendix 2REDUNDANCY PROCEDURE CHECKLISTACTION REQUIREDReferred to HRConsultation:Report to Service Committee & Governing BodyReport to Employment CommitteeWritten reasons sent to Trade UnionsDate of meeting with Trade UnionsIndividual meetings arranged with employeesWritten reasons sent to individual employeesNotified Secretary of State for EmploymentNotified Department of Trade and IndustryRequested volunteers for redundancy/ early retirementConsidered all measures to avoid compulsory redundanciesBlock on recruitment within Council in areas where alternativeemployment may be availableReferred back to Service Committee & Governing BodyReferred back to Employment CommitteeDATESelection:Redundancy Selection Assessment completed and redundantemployees identifiedSend written notice to individual employeesClosing date for appealsAlternative offers of employment investigated (keep a record ofposts offered, to whom and when offered)Retraining investigatedName of HR ContactName:
Page 1 and 2: YSGOL UWCHRADD Y DRENEWYDDNEWTOWN H
Page 3 and 4: Cyngor Sir Powys County CouncilRedu
Page 5 and 6: 5. Consultation periods5.1 Consulta
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Page 9: 13. Appeals Against Redundancy13.1
Page 13 and 14: Appendix 4DearRe: Consultation on x
Page 15 and 16: Appendix 6Dear ,Re: Confirmation of

Redundancy Policy Support - Newtown High School

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