Greenspaces and Streets Restructure

Transcription

1 Greenspaces and Streets Restructure Borough Cleanliness Project Selection Process for New Structure Page 1 of 8

2 Appendix 1. Personal Statement Preference Section Page 3 2. Selection Process Page Personal Statement Page Competency Based Interview & Technical Assessment Page 5 3. Frequently Asked Questions Page 6 Page 2 of 8

3 1. Personal Statement - Preference section Ring-fenced Staff Employees where applicable are ring-fenced to one position in the new structure and should indicate on the Personal Statement form any other roles that they wish to apply and be considered for in order of preference. Ring-fenced Staff with Selection Pool Employees where applicable are ring-fenced to one position in the new structure. In some cases staff are in an identified selection pool where they can be considered for other suitable roles which may be: 1. Available through open completion (New role/vacant) 2. Following the completion of the selection process for ring-fenced staff; any remaining vacant posts. Staff should also indicate their preferences for any other roles in the structure that they wish to be considered for in order of preference. New and vacant roles in structure outside of ring-fenced posts Staff at risk will be considered in the first instance as they are at risk of redundancy. The same process will be followed in conjunction with the selection process for ring-fenced roles. All employees are invited to indicate their preference, in priority order, for the position/s that they would prefer on the Personal Statement form. Accordingly, ALL ring-fenced employees who have NOT been provisionally assimilated to a position in the new structure are required to submit an application for one of the posts in the new Structure. All Greenspaces and Streets operational staff can apply for all new and vacant posts identified in the new structures, in advance of these posts being available to other LBB staff. Please complete the Personal Statement form and return it before 10.00am on Friday 13 February 2015 to; Dave Ward for Streets or Martin Goodwin for Parks and Open Spaces Page 3 of 8

4 2. Selection Process The selection process will be conducted as follows for ring-fenced post holders in the new structure: 1. The redundancy selection criteria will be based on the following: Criteria Knowledge, qualifications relevant to the role, skills, experience & competency behaviours Absence Capability (current role) and Disciplinary record Following the completion of the selection process above, redundancy costs would then be considered. Redeployment into alternative posts either within Street Scene or across London Borough of Barnet will be optimised. 2. The selection process will be made up of three elements. Method of assessment 1 Personal Statement 2 Interview Technical skill/experience Competency Behaviours 3 Technical Assessment 3. Employees will be asked to submit a Personal Statement that is structured around a series of questions that should be answered relevant to the role profile for the job. 4. Employees will be asked to attend an interview to assess their knowledge, skills and demonstrate competency behaviours such as customer care. 5. Employees will be asked to undertake a technical assessment relevant to the job i.e. operate machinery/equipment, map reading etc. Page 4 of 8

5 2.1 Personal Statement The Personal Statement is a requirement for all ring-fenced positions in the new structure and applications for new posts that are open to competition. The Personal Statement is targeted to a specific role, if you are in a selection pool for and have submitted a preference for more than one role; you are required to complete a Personal Statement for each of these roles. A copy of each of the role profiles has been included with these instructions. Personal Statements should be sent to Dave Ward for Streets or Martin Goodwin for Parks and Open Spaces before am on Friday 13 February Competency based Interview An interview is required as part of the assessment process: During the interview there will be a series of questions to assess the person specification requirements of the role. Interviews are programmed to take place during the end of February and beginning of March Page 5 of 8

6 3. Frequently Asked Questions Q. If I am not successful can I appeal the process? A. The appeals procedure is set out below; 3.1 Appeals against selection for redundancy The following will apply in all cases: If an employee wishes to appeal against selection for redundancy, a written notice of appeal must be received by the relevant service Director within five working days of the date of the employee being notified that he or she has been selected for dismissal on the grounds of redundancy Employees cannot appeal against:- - the rationale for the business decision which led to the redundancy; - the method of selection; - the selection criteria Employees can appeal against:- - whether the selection process was applied fairly to them; - the way the selection criteria were applied to them Within ten working days of the date of the employee being notified that he or she has been selected for dismissal on the grounds of redundancy the employee will submit to their Director, copied to HR, their grounds for appeal which must relate to the points in para Late submissions will not be accepted unless an extension of time has been agreed before the expiry of this time limit The redundancy selection will continue unless and until it is rejected on appeal Appeals against selection for redundancy will be heard by a senior manager, different to and at least the same grade as that of the manager who made the decision to dismiss, and will be nominated by the Director of the employee s service with support from HR. Where a Director has made the decision to dismiss an employee, the Deputy Chief Executive or the Chief Executive will normally hear the appeal. Page 6 of 8

7 3.2 Procedure The employee will be given reasonable written notice of the time and venue of the appeal meeting. The employee may be accompanied by a Trade Union Representative or LBB work colleague. The companion s role is to support the employee. The companion should be allowed to address the hearing to put and sum up the employee s case, respond on behalf of the employee to any views expressed at the meeting and confer with the employee during the hearing. The companion does not, however, have the right to answer questions on the employee s behalf, address the hearing if the employee does not wish it or prevent the employer from explaining their case The Council s representative (normally the manager who made the redundancy selection decision) will give the rationale for the selection of the individual for redundancy; this will be either in person or in writing. Where it is in writing the hearing manager will read the rationale out The employee will have the opportunity to ask questions of the evidence given by the Council s representative The employee will state his or her case either in person or in writing. Where it is in writing the hearing manager will read the rationale out The Council s representative will have the opportunity to ask questions of the employee The manager holding the appeal meeting will have the opportunity to ask questions of the Council s representative and the employee The Council s representative and the employee will have an opportunity to summarise their case if they so wish The manager holding the appeal meeting will announce the decision verbally where possible and the decision will be confirmed, in writing within five working days. Following the appeal meeting, one of the following decisions may be taken: i) Appeal rejected - redundancy upheld ii) Appeal upheld - redundancy notification withdrawn Page 7 of 8

8 This decision cannot be the subject of a further appeal meeting The appeal papers will be retained on the employee s personal file. Q. Can I get feedback on the selection process? A. Yes, anyone who has not been successful will take priority in receiving feedback on the assessment and selection process. Q. What are the rules around redeployment and do I have to compete if I don t want the job? A. It is always in the employee s best interest to engage in a selection process and all reasonable efforts should be made to do so. Q. What if I am successfully appointed to a role in the new structure but I don t believe it s suitable for me? A. Should you be successful in securing a role in the proposed Street Scene structure, you will be entitled to a trial period of four weeks in your new role to give you and your manager the opportunity to assess whether or not the post is suitable for you. If, at any time during or at the end of the trial period, it is established that the post is not suitable for you, redeployment opportunities will be considered in the first instance and if these opportunities are not successful then you will normally retain the right to a redundancy payment from Barnet Council. The date of termination for the purpose of calculating redundancy pay in these circumstances would be the date on which your original employment with Barnet Council ended. In effect, the trial period will run concurrently with the notice. Q. What Employee Support programmes are available and how do I access them? A. The employees support programme has been set up and in addition to the workshops, employee support is available from Maria Goldsmith on and from the Employee Assistance Programme Page 8 of 8