Thank you. Selection criteria will often pose questions and challenges but legally it is down to the employer to decide what criteria are used. All that is required by law is to ensure that the criteria are fairly applied. They should, wherever possible, be objectively justified, but that is not mandatory. Ideally, some independent data should be used to arrive at the scores, like appraisals, performance feedback over a period of time and so on.
However, if you were to go to tribunal, they cannot substitute their own view of the selection criteria – all they can do is look at the criteria chosen by the employer and decide if they have been applied fairly and consistently.
If you believe you have not been scored fairly, you should continue discussing this with the employer during the consultation period. After that, if the redundancy is confirmed, you can appeal to the employer, before eventually looking at potential unfair dismissal in the Employment Tribunal.
Does this answer your query?