verylittlehelps

I didn't bust my balls year after year to not get the opportunity to ditch these lunatics...show me the money!!also happy 1000th post to me

  

@sherwood yeah that's correct.

Doesn't help managers 1&2 if they want to leave and managers 4-6 want to stay.

1&2 forced to stay and 5&6 have to take one of the redundancy or step down options.

They can play that skill card anyway they want to suit the business needs

Yes, it seems a bit woolly on the skill side doesn't it? I was a trained butcher and fishmonger back in the '90's, does that count?
However, in our next meeting we will be asked about redundancy, and it will be for me, yes as my preferred option.

@davethebave maybe a scenario where all 6 have same skills but only slightly differ on score though,but if all 6 want to go,no company going to sanction that

Will be interesting to see what happens come Monday.

Times lines are still the same I believe so selection/ranking will go ahead from Wednesday with whatever criteria coming down on Monday

What are people's thoughts on EOY performance for 22/23 being used? The  predicted grades have already been submitted which makes a mockery of completing out performance review.
Also, the review can be used/graded to influence the outcome of who they want to keep.

The SM does the scoring, then it goes out to another SM of a similar store size who has to give their own opinion on the scoring and can question a decision. Second SM has to agree with first SM before line manager gets their final score.

Its being done this way to avoid claims of favouritism.

Reviews will be a big part of it as will audit mets and misses.

Disciplinaries and live warnings will be the zinger.  If you really want redundancy bad enough do something to put you under investigation but not enough to warrant you being sacked.  That should see you score low enough for redundancy to be an option.

Quote from: ForCryingOutLoud on 17-02-23, 11:16PMWhat are people's thoughts on EOY performance for 22/23 being used? The  predicted grades have already been submitted which makes a mockery of completing out performance review.
Also, the review can be used/graded to influence the outcome of who they want to keep.

...why do you think they've already graded us? The scoring will be too close to call, having an end of year get together for store managers/SD to grade everyone ( as happened in my group ) was to make the process easier to complete. Do you really think another SM is going to go into another store and disagree with his mate? Very doubtful, who ever is going has already been chosen. The criteria will be the SM's going through the motions to confirm who they chose during the review meeting.

Quote from: FruityLoopy on 19-02-23, 09:37AMThe SM does the scoring, then it goes out to another SM of a similar store size who has to give their own opinion on the scoring and can question a decision. Second SM has to agree with first SM before line manager gets their final score.

Its being done this way to avoid claims of favouritism.

Reviews will be a big part of it as will audit mets and misses.

Disciplinaries and live warnings will be the zinger.  If you really want redundancy bad enough do something to put you under investigation but not enough to warrant you being sacked.  That should see you score low enough for redundancy to be an option.

In our store, LM's are doing the scoring for 2 separate pools to be checked by the SM before going to group people partner.

And we've been told any warnings received during this period won't be included in the scoring to stop people deliberately getting one.

just shows what a s**t company toscos is to work for when people would prefer redundancy to keeping their job

Quote from: NorthbyNorthwest on 19-02-23, 10:54AM

Quote from: ForCryingOutLoud on 17-02-23, 11:16PMWhat are people's thoughts on EOY performance for 22/23 being used? The  predicted grades have already been submitted which makes a mockery of completing out performance review.
Also, the review can be used/graded to influence the outcome of who they want to keep.

...why do you think they've already graded us? The scoring will be too close to call, having an end of year get together for store managers/SD to grade everyone ( as happened in my group ) was to make the process easier to complete. Do you really think another SM is going to go into another store and disagree with his mate? Very doubtful, who ever is going has already been chosen. The criteria will be the SM's going through the motions to confirm who they chose during the review meeting.

And there's the problem NorthbyNorthwest. 'Whoever is going has already been decided'. The outcome has been pre-determined. Decided based on what? I haven't had my end of year review to discuss what I've achieved the last 6 months.
I've never had a conversation with my store mananager. I haven't had the opportunity according to the consultation outcomes to discuss whether I want to stay or go. How will a store manager from a different store know how I have performed? How will they measure this? How can they compare me to one of their own managers? And yes, I do expect Joe Bloggs to disagree with his mate in the interests of integrity and fairness, call me naive.
The process is farcical.

Any company must follow the redundancy process to the letter and for very good reason, it's a legal minefield, if there is evidence that the selection process hasn't been fair, followed through and with due diligence, that's where it can very easily fall into unfair dismissal territory and that would be more expensive than a properly processed and followed redundancy.

I've fortunately have not had to go through Tescos redundancy process as of yet, but I expect it to be a very well defined procedure and implemented as such

@nightandday, I'm afraid in this regard you are very naive. Through role description changes, previous redundancy situations and just sheer bloody mindlessness SM's ( and bitd, Personel Managers ) would coerce decisions to suit 'their' outcome and not the company's preferred outcome.

Quote from: lackofinterest on 19-02-23, 11:59AMjust shows what a s**t company toscos is to work for when people would prefer redundancy to keeping their job

These people should be careful what they wish for. In my store we have had 3x managers, and 12x assistants who have all at various times left Tesco only to return with their tails between their legs a few weeks or months later as they couldn't hack it anywhere else. There are several posters on here who have left and returned as well.
Can't remember his name but one of them left as a CA, got a six figure salary apparently elsewhere, and still returned. 😂😂😂

The consultations that have taken place between powers that be and the union are available on colleague help, with a FAQs. They are 100% pushing for voluntary redundancy, or certainly asking the question as part of your first meeting.

Quote from: Happyguy on 19-02-23, 02:43PM

Quote from: lackofinterest on 19-02-23, 11:59AMjust shows what a s**t company toscos is to work for when people would prefer redundancy to keeping their job

These people should be careful what they wish for. In my store we have had 3x managers, and 12x assistants who have all at various times left Tesco only to return with their tails between their legs a few weeks or months later as they couldn't hack it anywhere else. There are several posters on here who have left and returned as well.
Can't remember his name but one of them left as a CA, got a six figure salary apparently elsewhere, and still returned. 😂😂😂

few of ours on the last redundancy route took the redundancy and went straight into dotcom driver roles  in our store, one went with £34k lol, tesco is a s*** company but at the end of the day, so are most and if you can walk out with money and back into another role may aswell 

I'll bet there are a lot lot more who have left never to look back.

Agreed Nomad, I for one, if one of the chosen will not be returning.

We have a manager who has been off sick for the past month and a half. Any idea what might happen with them? surely they can't score higher than a manager who is never off?

Which first meeting is this emma070706? Isn't our first meeting going to be to tell us that we have been chosen for redundancy, in which case its too late to tell them our preference? The scoring takes place next week.

Quote from: ForCryingOutLoud on 19-02-23, 05:36PMWhich first meeting is this emma070706? Isn't our first meeting going to be to tell us that we have been chosen for redundancy, in which case its too late to tell them our preference? The scoring takes place next week.

Not entirely sure. Read the Q and A on colleague help. Type in consultation in the search bar.

Quote from: Ashbeck on 19-02-23, 11:29AM

Quote from: FruityLoopy on 19-02-23, 09:37AMThe SM does the scoring, then it goes out to another SM of a similar store size who has to give their own opinion on the scoring and can question a decision. Second SM has to agree with first SM before line manager gets their final score.

Its being done this way to avoid claims of favouritism.

Reviews will be a big part of it as will audit mets and misses.

Disciplinaries and live warnings will be the zinger.  If you really want redundancy bad enough do something to put you under investigation but not enough to warrant you being sacked.  That should see you score low enough for redundancy to be an option.

In our store, LM's are doing the scoring for 2 separate pools to be checked by the SM before going to group people partner.

And we've been told any warnings received during this period won't be included in the scoring to stop people deliberately getting one.

That isn't right. Its in the consultation minutes that any live warnings received up until 22nd Feb will count.

You won't have a first meeting unless you're selected for individual consultation.

Each SM is to ask managers informally if they want redundancy and are supposed to factor that into the scoring criteria.

That being said, there are a number of situations where they won't let you take redundancy (I've posted it previously).