# REDUNDANCY SELECTION CRITERIA AND SCORING MATRIX
Date: 22 April 2029
Parties: Fenland Logistics Ltd and the Customer Operations selection pool
## 1. Subject and purpose
Fenland Logistics Ltd (Company No. 07421988) proposes to reduce three of the twelve Customer Operations Coordinator roles because the Wisbech site will close on 30 June 2029. The pool is defined by the work genuinely at risk, not by personal preference. This matrix is a proposal for consultation, not a predetermined dismissal decision.
## 2. Preparation and process
The company will consult individually and, because 12 roles are in the pool, collectively with elected representatives. Consultation begins 22 April, the first individual meeting is within five working days, and no dismissal is confirmed until alternatives and employee representations have been considered. If statutory collective consultation thresholds change, the company will comply with the longer obligation.
## 3. Criteria and implementation
Scores are: attendance 25%, measured quality 25%, productivity 20%, relevant skills and qualifications 15%, and disciplinary record 15%. Attendance excludes pregnancy-related absence, disability-related absence where appropriate, statutory family leave and other legally protected absences. Quality and productivity use the same audited six-month data for every person.
## 4. Records and review
Two trained managers score independently against the published 0–5 rubric, recording evidence rather than impression. HR moderates unexplained differences of more than two points, gives the employee a chance to correct factual errors, and retains the signed score sheets. A tie is resolved by skills needed for remaining roles, then by longer service only as a transparent final comparator.
## 5. Fairness and legal compliance
Before selection, HR tests the matrix for indirect discrimination under the Equality Act 2010, reasonable-adjustment impact and pregnancy or family-leave detriment. Employees may be considered for suitable alternative vacancies, with a statutory four-week trial period where applicable. Offers, refusals and reasons are recorded; selection for whistleblowing or trade-union activity is prohibited.
## 6. Appeal and updates
Each employee receives their provisional score and evidence, normally five working days to respond, a meeting with a right to be accompanied and an appeal within five working days of the outcome. An independent manager hears the appeal. Any dismissal follows contractual or statutory notice, PILON if used, accrued pay and a correct statutory redundancy-pay calculation, plus any enhanced scheme.
## 7. Approval and signatures
English law governs. Fenland’s HR director Ruth Allen approves this matrix on 22 April 2029, subject to consultation and review. The company will retain records securely, issue Section 188 notices where required, report collective redundancies to the Secretary of State when required, and never use the score alone to predetermine an outcome.