Following a change process we are shrinking a small team within our organisation and will need to make a few redundancies (or find suitable employment elsewhere in the organisation for these individuals). Before this happens we obviously need to go through a transparent and fair selection process. This would not be unusual, except that one member of the affected team is currently on long term sick leave with severe mental health difficulties and it is likely that interviewing or testing will not be a suitable option for this individual. For the process itself the staff member has representation from our Union and we believe they are happy with this, allowing the process itself to move forward. We are sure this individual will be covered by the Disability Discrimination Act so are treading very carefully.
Our internal policies do not allow the use of annual performance reviews in selection without the consent of all individuals involved, which we are unlikely to gain from any poorer performers in the group. Our only other idea to measure performance in this situation is targeted 360 degree feedback, although this can sometimes be subjective and not all those asked are willing to give any negative feedback when they know there are jobs potentially on the line. Performance aside, the only other tool we have at the moment is CV comparison to check who can closest match the skills and competencies needed for each role.
We are looking for ideas on what may be a fair selection process across a team in this situation in terms of measuring their performance, skills and competencies. Any suggestions gratefully received.
