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Redundancy Selection Matrix

© Law Squared 2019

Introduction Thank-you for downloading our sample Redundancy Selection Matrix (RSM).

This sample RSM has been developed as a useful tool for CEOs, business owners, founders and HR specialists to help identify the top performing employees for the purpose of a restructure.

By having this information in writing, it makes it much easier to:

• select which employees will be redeployed into any remaining positions;

• remove any perception of bias; and

• protect the business against a baseless claim that the selection process took into account unlawful characteristics (i.e. gender, age, disability etc.).

We note that, although this sample RSM is a great starting point, we still recommend that you tailor it further for your specific business.

If you have any questions or would like assistance in rolling out this document (or the restructure more generally), please don’t hesitate to contact the team at Employment by Law Squared.

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Sample Redundancy Selection Matrix

Employee Name:

Date:

Summary

Weighted Scoring

Performance Rating

Ranking Criteria

1. Practical Knowledge & Skills

2. Skill Requirements

3. Work Capability

4. Communication

5. Understanding of Customers & Stakeholders

6. Team Interaction

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Assessment Ranking Criteria Weighting Employee always

does this / strongly agree (5)

Agree (4) Does this some of the time / tend to agree (3)

Disagree (2) No evidence / Strongly disagree (1)

Weighted Score

(Score × 0.2 × weighting)

1. Practical Knowledge & Skills – 25%

The employee has or is capable of acquiring specific, practical skills and knowledge to work effectively in the department. Has experience in a wide range of work types expected in the business’ future operations.

15% [Example: 4 x 0.2 x 15 = 12]

Employee has a number of years of relevant industry experience. 10% [Example: 4 x 0.2 x 10 = 8]

2. Skills Requirements (Theoretical) – 15%

The employee has gained theoretical skills and knowledge mix through recognised industry training that enables the employee to work effectively in the department. Skills align with the future needs of the business.

15%

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3. Work Capability – 23%

The employee demonstrates commitment to continuous improvement, including:

• Involvement in process improvement actions;

• Learning from experience and reporting non-compliance; and

• Sharing knowledge with team members, apprentices etc.

2%

Complying with all WHS procedures / policies. 4%

Employee demonstrates flexibility and adaptability to:

• Seeking additional responsibilities;

• Following the business’ system / processes and proposing changes if systems are ineffective;

• Assisting other personnel / teams; and

• Adapting to new work requirements required by contractors / customers / clients.

2%

Employee demonstrates problem anticipation / forward planning by:

• Acting immediately and effectively in pressure situations / emergencies; and

• Gathering data to allow analysis of a problem and provide realistic / practical solutions.

4%

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Employee requires little active supervision:

• In problem solving a range of complex situations;

• Is a self-starter (i.e. does not require continuous prompting from their supervisor / manager);

• Highlights concerns assertively and suggests opportunities for improvement;

• Readily prepared to undertake and complete complex tasks for which they are trained / competent; and

• Demonstrates a reasonable willingness in hours worked to meet the job requirements.

4%

Employee complies where required with established procedures and standards.

2%

Employee demonstrates an awareness of costs and their control through:

• Attention given to opportunities to minimise costs; and

• Waste identified and appropriate action taken.

2%

Employee is effective in achieving agreed tasks within time requirements.

3%

4. Communication – 10%

Employee demonstrates good communication skills (i.e. clarity, timeliness, accuracy).

10%

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5. Understanding of customer / stakeholder relationships – 10%

Employee demonstrates an awareness of internal and external customer / stakeholder needs. Projects a positive company image through personal presentation and interactions with customers / clients.

10%

6. How they interact within the work team – 17%

Employee supports and works effectively with other team members. 5%

Employee coaches their colleagues when required to improve their knowledge and skills.

2%

Employee works at establishing and strengthening teamwork with colleagues.

3%

Employee maintains open, accurate two-way communications with colleagues and management.

3%

Employee involves their colleagues in appropriate decision making. 1%

Employee demonstrates a positive approach to their job, the interaction with team members and their participation in meetings.

3%

TOTAL 100% SCORE WEIGHTED SCORE