verylittlehelps

Is there a copy of this anywhere please Dave?

My store manager gave me the copy of it. Just ask your manager for it, there is nothing that should be secret on it.

Just been handed an availability form by my store manager and told to fill out and give it back today 

I think all roles in the store have elements to them that are not fully visible to those who don't experience them. The stock admin manager has had the smallest team in the store, in my store anyway. We all like to think our own job is harder and more complex than others but it takes the whole store to deliver the shop. 

Quote from: Towers45 on 24-02-23, 11:15AMJust been handed an availability form by my store manager and told to fill out and give it back today 

This forms part of every structure change. Should not be a problem for most managers.

Yeah the availability is standard. Your manager will also ask you for your preference on redundancy, it might be used in a tie break situation

Should at risk managers have had a meeting with their consultation manager yet? I haven't been asked for my redundancy preference or my availability. Nobody seems to even be talking about it in my store.

@ashbeck no body is at risk unless you've been told your at risk. The selection form will determine who's at risk.

Your line should be asking your preference on redundancy as part of the selection form

Our SM has asked all TM, their preference for, redundancy, job role under new structure and availability. We find out who is at risk middle of next week. Once another SM has scrutinised it, then SD & PP have given it their seal of approval.
Not much to go on in our store, all TM of a similar level and experience.

Quote from: Davethebave on 24-02-23, 05:52PM@ashbeck no body is at risk unless you've been told your at risk. The selection form will determine who's at risk.

Your line should be asking your preference on redundancy as part of the selection form

That's what I meant, sloppy phrasing as we're all discussing it as our jobs being at risk in our store. Sorry.

I've not been asked preference and I'm off for 2 weeks from today. Can we ask to see the selection forms? I'd be interested to know what my preference was noted as on my behalf 

I haven't been asked for my redundancy preference or my availability. Nobody seems to even be talking about it in my store.and where is usdaw in this whole process I must leave union if I stayed in Tesco .

It's one big c**k up no one can give a straight answer whether or not managers are staying going or stepping into shift leader roles.

45 days consultation leaving 29th April. Work backwards. Thats when you officially need to be told. Not before. 

Quote from: sam on 24-02-23, 10:54PMI haven't been asked for my redundancy preference or my availability. Nobody seems to even be talking about it in my store.and where is usdaw in this whole process I must leave union if I stayed in Tesco .

Could it be that your store is already at structure so there are no at risk managers. You should still have had a meeting to be told that there is a structure change in process and therefore told how many mangers there will be going forward.

New structure and appointments being announced on Weds 1st March in my store, though I understand that everyone impacted was told on Friday 24th. Only one team manager will be taking redundancy (5 down to 4), in addition to the Lead who was told of their redundancy/consultation in the original announcement.

Store manager should have scored everyone by now. They then need to review scores with a second store manager to ensure scores are fair. Then it is signed off by SD, once this has been done the effected people can be told. The SD has until wed, last day, to do this but if done before this then people can be told. When people are told the score they are told the criteria.
Annual reviews are done after scoring.

Our whole management team are in on Thursday and being told then. One interesting point will be, out of the team, the one who goes, what is the point of doing their review?

The review needs to be completed as this would determine the percentage bonus , possibly

The % for colleague bonus is generally hidden away in the EOY results which are due 13th April this year. The % is based on company performance on the Big 6. Not a colleagues individual performance.

Quote from: BritishRacingGreen on 22-02-23, 05:41PM

Quote from: Davethebave on 22-02-23, 05:18PMCriteria is as follows:

Disciplinary record – a factual entry based on our records (live warnings on file for
conduct), with gradation applied to the level of warning
o Absence record – a factual entry based on our records (live warnings on file for
absence, excluding any disability-related absences), with gradation applied to the level
of warning
o 20/21 and 21/22 EOY Performance
o Key accountabilities – the manager is asked to score each of their colleagues against
the key accountabilities/skills required in the role
▪ Onekeyaccountabilitywillfocusonthe'what'-TheBig6and/orsupporting
measures
▪ Twokeyaccountabilitieswillfocusonthe'how'-TheBig6and/orsupporting
measures, and contribution to Every Voice Matters results
o Tie breaker – if two or more colleagues have scored the same after completing all
sections of the selection form, the Consultation Manager will need to consider if the
colleague has expressed a preference for redundancy
o If the colleagues in the tie break have expressed the same preference, the Consultation Manager will need to consider the following:
 ▪ The 'how' for Safety First

Dave - where is the original text for these criteria please?

all on colleague help under "collective consultations"

When will lead managers be going?

Same as team managers - end of April

Quote from: fatlad on 27-02-23, 07:27AMWhen will lead managers be going?

should have gone years ago. well overdue

I think some managers already have a rough idea.

What will happen in a scenario where managers score the same and also said they are open to redundancy, how will it then be decided who goes, will that have to lose more than they wanted?