Your browser does not support JavaScript

Redundancy selection criteria matrix form template

£ 15

Use this model redundancy selection criteria matrix to set out the criteria that will be applied in deciding which employees to make redundant.

Each employee in the redundancy pool is scored against each of the criteria and the employees with the lowest scores are then selected for redundancy. Ideally, a panel should perform the scoring (not just one person).

Reading time
How long to understand and prepare this form?
5 mins
Get much more value with a cost-effective collection (all include this Redundancy selection criteria matrix form template and many more templates):

Complete package
603 templates
£ 125
Termination library
122 templates
£ 50
Redundancy toolkit
29 templates
£ 35

What is a Redundancy selection criteria matrix form?

The very first thing that you must do is make a clear statement identifying the pool of employees from which the redundancies are to be sought, for example, the sales staff at head office, or the fork lift drivers at the warehouse.

You should consider whether any of the jobs are interchangeable and whether there are other groups of employees performing identical work.

Selection criteria for redundancy may include:

  • some kind of measure of skills.
  • qualifications.
  • performance.
  • attendance records.
  • disciplinary records.

Note, length of service should only be used all other scores being equal.

The following criteria are considered unfair and can give rise to claims under Unfair Dismissal or the relevant discrimination laws:

  • trade union reasons.
  • carrying out duties relating to redundancy, as an elected representative of the employees.
  • maternity grounds.
  • sex, race or disability grounds.

From June 1999 an employee must have worked for that employer for two years before he or she can claim for unfair dismissal.

You should include selection criteria in your consultation.

Criteria should be as 'objective' and 'measurable' as possible. This means it should be fair, be based on facts that can be measured and not be affected by personal opinions.

You must use the same way of scoring criteria for all employees in the pool.

Agreed selection criteria scoring is useful as:

  • it can be applied to everyone (although you might need to use different scoring for different groups of employees - for example, the engineering team might have a different scoring from the sales team).
  • it can be easily explained to everyone.
  • employees feel they're being treated fairly.
  • it gives a clear, structured and consistent system for managing selection issues.
  • it can be used at employment tribunals to defend an employer's decision.

You can have different levels of points according to the importance of each criteria ('weighting') for your organisation's needs.

For example, if it's agreed that attendance record is less important than performance, you can allow fewer points for this. So you could score attendance out of 5 points and performance out of 10.

You should have written evidence against each of the criteria.

Applicable legal jurisdiction
In which jurisdiction can this form be used?
Great Britain & NI (United Kingdom)

Form template

Redundancy selection criteria matrix


Name:  
Job title:  
Department:  
Start date:  

Scoring guidance

Performance

  • 15 | outstanding – consistently exceeds company standard
  • 12 | exceeds objectives of the role
  • 9 | meets all objectives of the role
  • 6 | meets some objectives of the role
  • 3 | fails to meet objectives of the role

Skills and competence

  • 15 | fully competent, multi-skilled, supports others on regular basis
  • 12 | fully competent in current role
  • 9 | competent in most aspects of current role, requires some supervision
  • 6 | some competence in role, requires regular supervision and guidance
  • 3 | cannot function without close support or supervision

Disciplinary

  • 5 | no record of disciplinary action
  • 4 | record of informal disciplinary action
  • 3 | verbal warning current
  • 2 | written warning current
  • 1 | final written warning current

Attendance

  • 5 | no recorded absence
  • 4 | some absence but below average for selection pool (or workplace)
  • 3 | attendance in line with workplace (or selection pool) average
  • 2 | absence level above average for selection pool (or workplace)
  • 1 | high and unacceptable level of absence

Scores

Category: Comments: Score:
Performance    
Skills and competence    
Disciplinary    
Attendance    

 

Overall score:  
Review date:  

 Sign-off

Completed by:  
Signed:  
Date:  

Version: [1.0]

Issue date: [date]

This is a preview. Access to the remainder requires a purchase.

What communication / process sequence is this part of?

This step
Redundancy selection criteria matrix form template
Next step
Scripts
First individual redundancy consultation meeting script

Our First Redundancy Consultation Meeting Script Template enables structured discussions, addressing employee concerns professionally at the start of the process.

Who are some Companies who utilise our Redundancy selection criteria matrix form template?
  
  
  
  
  
Why choose our Redundancy selection criteria matrix form template?
  • It's easily editable and implementable, saving you time and money
  • It's designed by CIPD accedited Chartered HR practitioners with operational experience in this area
  • You will maintain compliance with ACAS guidelines, legislation, and industry best practices
What other advantages does buying from hrdocbox.co.uk offer?
  • Email notifications for any updates made to this template or its accompanying materials
  • 12 months of unrestricted access without any additional costs (any update in that period is free to you)
  • Complimentary HR advice and support via email for 28 days upon purchase
  • A 25% discount on all library, toolkit, and template purchases/renewals
Redundancy selection criteria matrix form template
redundancy selection criteria matrix form template

What do our customers say about us?

I have just renewed our membership for another year for HRdocbox. It's an extremely useful resource with a wide variety of documents and knowledge...

- Rachel Masing, ETM Group
★★★★★

ETM Group logo

Read full review on Google

I have been using the service now for around 6 months and it has been really useful in developing and updating polices and processes.

- Jamie Allan, Armstrong Craven
★★★★★

Armstrong Craven logo

Read full review on Google

Excellent library of resources and templates which have made my job in my small business so much easier to manage HR for my employees...

- Emma Hunt
★★★★★

Read full review on Google

Great value and the site contains an extensive library of essential HR documents. I access the site probably once a week...

- Laura Alliss-Etty
★★★★★

Read full review on Google

HRDocBox is a great resource. It is incredibly good value, providing a large selection of HR guidance materials as well as...

- Emma Beauchamp
★★★★★

Read full review on Google

Guide to Calculating Holidays for Part-Time Workers
Thu, 28 Mar 24

Guide to Calculating Holidays for Part-Time Workers

Practical help to navigate the complexities of holiday entitlements

As we approach late March, HR managers often find themselves immersed in the task of calculating holiday entitlements for part-time workers...