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We've just gone through this process as a new system is in place and currently we are giving information out under Freedom of Information as it is relevant to the "Job" and not the person although the outcome relates to the person in the "job". 
 
In your situation it appearxs that it does specifically relate to the person and therefore the information should bve released under Data Protection unless of course there is some reason that substantial damage or distress could be caused to that person.
 
Doreen
From: This list is for those interested in Data Protection issues [mailto:[log in to unmask]] On Behalf Of Christine Catton
Sent: 11 December 2008 12:56
To: [log in to unmask]
Subject: Disclosure of certain human resources records


We have had an enquiry about the disclosure to the data subject of the documentation of a skills matching process.  This occurs when a person's job has been disestablished or substantially changed to the extent that it could be considered to require different skills and experience.

The person who is in the position of having their job substantially changed or disestablished will have a skills profile drawn up by a third party (external consultant).  When they are being considered for a job  - either the substantially changed job or a new job - the consultant will write a skills matching report , recommending whether they are suitable for the job and on which parts of the skills/experience required, if any, they should be tested at interview.

Our HR Dept does not think that there is any obligation to give the data subject access to the skills profile or to the skills matching report.  A staff member is about to make a data subject access request for access to this information.

Does anyone on the list have any opinions?

Regards

Chris Catton
Programme Director, Information Resources
Amnesty International
Peter Benenson House
1 Easton Street
London  WC1X 0DW 
Working to protect human rights worldwide

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