Redundancy or Restructure Selection Process Fairness Check
Check a selection approach for fairness and documentation.
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[VERIFY] is an editorial flag, not a blank to fill. Wherever the prompt shows [VERIFY], check that item against a reliable source before you use it.
Review a selection process. Criteria, scoring method, pool and timeline: [SELECTION_PROCESS]. Check that criteria are objective and job-related, scoring is consistent, consultation is planned, alternatives were considered and records are kept. Flag risks. This is a process review; legal duties are strict and must be handled with qualified advice [VERIFY] for [JURISDICTION]. Return a table and a checklist. Add a worked criteria table with invented scoring: skills match 40 percent, performance 30 percent, attendance excluded if linked to protected reasons [VERIFY], experience 30 percent. Check scores are applied by two independent assessors, with moderation. List documents to keep: criteria rationale, scoring sheets, consultation records, alternatives considered. Remind me that strict timelines and consultation duties exist and that a qualified adviser must lead [VERIFY]. Add a worked scoring table with two assessors per employee code and a moderation step that records changes, plus a checklist of documents to keep. Add a communication plan that treats everyone with respect, offers support and keeps individuals' scores confidential. Legal timelines and consultation are strict and are for a qualified adviser to lead [VERIFY].
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