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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