Under FOI, no obligation to supply info until Jan 2005.
>>> Antoinette Carter <[log in to unmask]> 20/10/2003
15:12:04 >>>
I also suggested to Brenda that she might be able to access non-person
specific information via the FOI instead.
-----Original Message-----
From: Hubert, Paul [STU] [mailto:[log in to unmask]]
Sent: 20 October 2003 14:55
To: [log in to unmask]
Subject: Re: [data-protection] Job Evaluation
I think this is really an industrial relations question rather than a
data
protection one, but other laws may well come into play. If the process
is
not transparent and posts largely held by white men seem to do well
and
those largely held by black people and women and people do disabilities
then
anti-discrimination legislation may come into play. Local government
trade
unions probably have a role in negotiating over the procedures,
including
scoring, so representatives may have some of the information you want
and
there may be contractual issues. There may also be an appeal procedure,
and
fairness within that may mean that you have to be given info. [When I
appealed successfully under our procedure, we were able to get into
quite a
detailed discussion about criteria, although I don't think we were
given
specific points scored.] Obviously to the extent that the DPA gives
you
rights that may help, but it may not be enough.
Paul
> -----Original Message-----
> From: Brenda Scourfield [SMTP:[log in to unmask]]
> Sent: Monday, October 20, 2003 10:27 AM
> To: [log in to unmask]
> Subject: Job Evaluation
>
> Our Authority is currently undertaking Job Evaluation. The points
awarding
> is done by trained officers using a predetermined process. Although
our
> names appear on the forms we are assured that it is the post that is
being
> evaluated, not us. Under the DP Act are we allowed to know the logic
> behind the process which alloctes the points ? The job itself is not
> personal data, but our details which appear on it form is.
>
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