verylittlehelps

If you want to know about redundancy go into our tesco and key it in. Its all there. Dont say 'I've heard ' , just spend 5 minutes and go look.

Mikoo its your whole length of service not since you have been a mgr. Go into our tesco and just look up redundancy. Its not hidden .

Quote from: 5fdp on 20-02-23, 10:58PMMikoo its your whole length of service not since you have been a mgr. Go into our tesco and just look up redundancy. Its not hidden .

I think he means if length of service used in the criteria

Quote from: The crow on 20-02-23, 03:32PMHas anybody seen the new "pay settlement 2023" for staff and shift leaders today? Does anyone think that tesco are now taking the proverbial?

No
Why not go onto the thread dealing with it? 

To be fair our SM also said in our store forum last week that he expects length of service to only be used as a tie breaker and it will be manager length. So perhaps there is some confusion over what was said on the confernece call.

We will find out today once the criteria is released to store managers.

Good luck to everyone in the next few weeks. Don't make any decisions based on other people, be greedy and look after #1. Take right up until the last day of your consultation before you make any choices, get all the buy out figures etc from day one so you have the most time to think about everything.

Shift leaders are going to be on £13.28 ph in the near future, dont be afraid to step down into that if it suits you and your family needs.

I haven't looked into it yet, but vaguely remember that if taking redundancy you were allowed a certain amount of days ( paid? ) for job interviews? If so, for those going it may be worth considering, whether you go for a job interview, or you go for a 'job interview' wink, wink!

The only bug bear I have is that if there is a manager desperate to leave they should be given redundancy. If its made clear a manager would prefer that they should be scored to reflect it.

We have two managers in my store who want to leave and are actively looking for new jobs so if they score higher than a manager who wants to stay, that manager takes redundancy, reluctantly, and leaves then the manager who scored higher leaves anyway that is s*** on the manager  who wanted to stay.

USDAW is just a c**p union that things like that haven't been factored in. I do really feel for the managers who are desperate to stay but might be scored low on default.
 

Quote from: NorthbyNorthwest on 21-02-23, 11:17AMI haven't looked into it yet, but vaguely remember that if taking redundancy you were allowed a certain amount of days ( paid? ) for job interviews? If so, for those going it may be worth considering, whether you go for a job interview, or you go for a 'job interview' wink, wink!

One at my store has been applying for jobs left, right and centre but is holding off leaving to see if they can get redundancy. He feels awful because he said he would rather take the money and go so that someone who wants to stay can but unless this will be factored into the scoring he could put another manager out of a job in the meantime.

What is the logic in scoring high a manager who wants to leave at the expense of a manager who wants to stay..

@fruityloopy why moan about something out of your control?like i said,your scenario smells of roses till someone changes mind putting the process on its arse,what will be will be,

Quote from: Davethebave on 21-02-23, 09:06AMWe will find out today once the criteria is released to store managers.

Good luck to everyone in the next few weeks. Don't make any decisions based on other people, be greedy and look after #1. Take right up until the last day of your consultation before you make any choices, get all the buy out figures etc from day one so you have the most time to think about everything.

Shift leaders are going to be on £13.28 ph in the near future, dont be afraid to step down into that if it suits you and your family needs.

 

Quote from: FruityLoopy on 21-02-23, 11:24AM

Quote from: NorthbyNorthwest on 21-02-23, 11:17AMI haven't looked into it yet, but vaguely remember that if taking redundancy you were allowed a certain amount of days ( paid? ) for job interviews? If so, for those going it may be worth considering, whether you go for a job interview, or you go for a 'job interview' wink, wink!

One at my store has been applying for jobs left, right and centre but is holding off leaving to see if they can get redundancy. He feels awful because he said he would rather take the money and go so that someone who wants to stay can but unless this will be factored into the scoring he could put another manager out of a job in the meantime.

What is the logic in scoring high a manager who wants to leave at the expense of a manager who wants to stay..

Company don't want to lose experienced managers and have a big payout for them.

@Madness, the company has been throwing away good experienced and most importantly committed people for a number of years now. What makes you think this will be any different?

I think the company realised it messed up in the last wave of bakery/stock control redundancies. A lot of experienced colleagues left and many stores took months to recover.

In certain areas of the country there are stores at or close to the new management headcount. Why would the business want to pay out often large sums in redundancy to experienced managers to then have to pay to recruit inexperienced replacements?

However I get in other areas stores are way over headcount and that it would be fair for people who want to leave to do so over making someone redundant who actually wants to stay.

The problem is legally you need to have a fair and transparent system of selection across the country.

Length of service doesn't always equal best experience or even best worker.

The front end manager in my Extra is totally useless (Team Support do it all for her)  yet she will pass the criteria with flying colours while a more capable manager who has only been with us 4 years will  most likely be at risk of losing their position.

I don't know what system would have worked better in terms of ranking managers but one thing is for sure.. don't assume this process will weed out the duds, if anything its more likely to protect them which is bad news for us all.

Agreed about length of service not meaning better. We had an ex Lidl manager looking for an easier life. Once he got up to speed with how Tesco worked he ran rings round a few of the very longterm managers with how he treated his staff and department.

Who has actually seen that length of service forms part of the scoring criteria? As far as I'm aware this will just determine how much money people will get should they get redundancy. Scoring is all linked to performance, the length of time someone has been a manager has nothing to do with how good they are as a manager, they may have more experience but that won't count for much if they are a poor manager.
However, colleagues view good and bad managers in a different way. Being able to work an aisle or a cage in record time is seen by colleagues as a good thing and it is leading by example but if a manager is working as a shelf filler and neglecting admin tasks this might be missed by colleagues but it is seen by the rest of the management team who often have to pick up the slack. I work with a very popular manager but his holiday diary is a mess, colleagues still with outstanding holidays not booked and it's nearly March. He never requests overtime and if there is sickness or holiday in his sept he does very little to fill it. He is however the most popular manager in the store as he is a very nice man and works very hard along side his team. He is however not performing well as a manager.

Quote from: Redshoes on 22-02-23, 03:59AMWho has actually seen that length of service forms part of the scoring criteria? As far as I'm aware this will just determine how much money people will get should they get redundancy. Scoring is all linked to performance, the length of time someone has been a manager has nothing to do with how good they are as a manager, they may have more experience but that won't count for much if they are a poor manager.
However, colleagues view good and bad managers in a different way. Being able to work an aisle or a cage in record time is seen by colleagues as a good thing and it is leading by example but if a manager is working as a shelf filler and neglecting admin tasks this might be missed by colleagues but it is seen by the rest of the management team who often have to pick up the slack. I work with a very popular manager but his holiday diary is a mess, colleagues still with outstanding holidays not booked and it's nearly March. He never requests overtime and if there is sickness or holiday in his sept he does very little to fill it. He is however the most popular manager in the store as he is a very nice man and works very hard along side his team. He is however not performing well as a manager.

Very true we must work in the same store

As far as I'm aware, none of us yet have seen the criteria ( and probably won't ). My SM gathered us all together to say he had to take a few days out to score us, but zero detail on what the scoring looks like.

The issue with using length of service in a tie is that it will discriminate and the UK does actually have work laws to prevent redundancy being offered on those grounds.

So maybe there has been confusion over what was said.

Length of service doesn't discriminate. It's actually the most common thing used. This is actually stated on the government website.

Using age, sex, religion, sexual ordination etc would discriminate.

Be easier if they just asked. Do you want to go or not. That way get a more motivated remaining people, those that see no future with the new un achievable role go with a few pennies in pocket - but likely to mean no managers left the way they get treated as general dogsbodies to make sure SM and SD get their bonus

Quote from: markwinters on 22-02-23, 08:32AMBe easier if they just asked. Do you want to go or not. That way get a more motivated remaining people, those that see no future with the new un achievable role go with a few pennies in pocket - but likely to mean no managers left the way they get treated as general dogsbodies to make sure SM and SD get their bonus

First meeting today and I was asked 2 questions. 1 do you want redundancy? 2. what's your availability? That was it!! All the other questions they already no the answers to ie, absence history, end of year grade ect.

Availability question is a strange one!!

Not really, they need to know a manager can cover the shifts required. If only 1 manager is available on a Sunday afternoon for example, that's an advantage over a manager who can only work Monday-Friday 9-6. It was discussed in the first collective consultation.