Hello what other factos can you consider, for example performance like appraisals history, is that possible?
Unfortunately both individuals are on a par. We had a request from the customer naming a individual they wish to go however it has never been lodged as on official complaint and therefore not raised with the individual as any form of warning. So they both currently measure the same.
Thank you. To be honest it is down to the employer to decide what criteria they want to apply when selecting who will be made redundant. You simply must ensure that the criteria is fair and, as far as possible, objective, so not based on personal opinion or be discriminatory. Whilst some employers decide to adopt a scoring matrix based on certain criteria, others simply ask the employees to apply for the available jobs and basically make it into a competitive recruitment process, with the best performing employee being selected to remain in a role. So if you cannot decide on the criteria to include in a scoring matrix, you could just run a competitive recruitment process for the available positions, perhaps have some sort of scoring for this process and see who does best, ***** ***** decision in that way.
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