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July 11, 2008
RECRUITMENT: EXPRESSIONS OF INTEREST
This advice is going out to Unison members as well. You will have heard of the phrase ‘Expressions of Interest’ in relation to recruitment. It is also used when staff are invited to join a ‘trawl’ to enable expressions of interest regarding moving to another post in HPA. We are – and the next word is carefully chosen – appalled by reports we have started to receive.
We are strongly advising all Napo members to contact Napo if they are considering engaging – or currently engaged - in an expression of interest exercise. We will tell you it is a process that lies outside the policy on vacancy management. The procedures are not written down or agreed with the Unions; there is no openness and transparency; it is a process that is not in the interests of staff; it is a process where we are getting reports that individuals are being treated unfairly and it is a process where there is a high risk of unlawful discrimination. If you are currently involved in an expression of interest exercise, we urge you to contact Napo. In the absence of an agreed policy and a clear set of procedures it is detrimental to the interests of members. Expressions of Interest have not been impact assessed in respect of equalities.
I spoke to a senior manager last week and asked what would happen if there were several expressions of interest in the same post. I was told it would mean that competitive interviews would be held. That, unfortunately, is not how it is being operated – applicants are being ‘filtered’, on very dubious grounds, out of the process and the expressions of interest stage is effectively being used to deny individuals the right to make formal applications.
Two recent example: individual told by HR they would not be considered for a post because of sickness absence record – the days off sick were significantly below the 9 days national target never mind HPA’s trigger of 12 days; in the second, told by HR could not apply even though, again, nowhere near the national average of 9 days. Information collected for the purposes of sickness absence are therefore being used for another purpose - to filter applications. Napo would urge any members, especially if you have a disability to let us know if you have been similarly treated. We don’t know at this stage if other filters are being used. What is bizarre about this is that staff are working in one setting but being denied development opportunities within the Area. What therefore is the purpose of such decision-making? Those affected certainly experience it as punitive. And we don’t know how those who fall under the disability discrimination act, or other legislation, will be treated if they express an interest in another post and happen to have sickness absence recorded. This begs the question whether any sickness absence will preclude access to job opportunities or will it be 1, 2, 3, 4, 5 days?
We earlier referred to information obtained for one purpose being used for another purpose without the knowledge or consent of the individual. If you submitted an expression of interest and mentioned nothing about sickness absence and discover that such information has been used to deselect you, then there could be a potential data protection breach to explore as such activities may not be lawful. Sickness absence information is ‘sensitive data’ and to make use of it normally requires the consent of the individual. This is why proper application forms seek consent to disclose in respect of sensitive information. You may also wish to know with whom your sensitive information was shared and under whose authority; and what discussions took place about the nature of any sickness absence.
The true weakness of this type of informal approach to recruitment is that it lacks accountability. We are extremely concerned its operation will lead to unfair outcomes – in fact it already is leading to unfair outcomes and hurting individuals. All Napo members need to appreciate that such practices may be affecting others in the present but they could impact on you in the future.
Our view is that HPA should follow the proper formal process and advertise all posts and allow anyone who wishes to apply for positions. That is what we understand by equal opportunities and the Codes of Employment, which you can find on the Personnel database, is also a policy with a clear set of procedures that must be followed HPA – and by which HPA can be held accountable. There is no apparent accountability with expressions of interest and that is a very bad thing.
Posted by Hampshire at July 11, 2008 06:19 PM