Hi Peter
We use the Hay method of job evaluation here and I am a member of the Job
Evaluation panel.
One guideline strictly adhered to is that it is the Job Description plus any
supporting information that is evaluated. Nothing is brought into the
process concerning the current job-holder. Therefore the data resulting from
the evaluation is definitely non-personal.
An entirely separate process of performance management evaluates the person
in the job against the job description and associated objectives. This is
completely open with the individual concerned with disclosure occurring at
each stage in real-time.
Gil
Gil Richardson
Senior Information Manager
RCGP
email: [log in to unmask]
Website: www.rcgp.org.uk
Tel: 020 7581 3232 ext 231
Fax: 020 7584 1992
"Promoting Excellence in Family Medicine"
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-----Original Message-----
From: Peter Lane [mailto:[log in to unmask]]
Sent: 13 December 2002 19:41
To: [log in to unmask]
Subject: Job re-evaluation
Following a job re-evaluation, such as those carried out using for example
the 'Hay' methodology and as a result of an individual requesting it, what
level of disclosure following a subject access request would be required in
order to comply with the DPA S7. My own views are that this is not simply
an evaluation of a 'post' (non - personal data) but of the individual in
that post and that all of the related paperwork is clearly personal data as
it relates directly to the individual requesting the re-evaluation (relevant
filing system). I also believe that the individual is entitled to have the
methodology explained (intelligible form) which informs as to how the
decision is reached. I do not believe that this would necessarily reveal a
'trade secret' nor allow a data controller to rely on the management /
negotiation miscellaneous exemptions. How could an individual mount a
reasonable appeal if they are refused access ? - Any other views out there ?
Peter Lane.
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