Might the skills matching report not reasonably fall under the
"management forecasts" exemption, at least until the interview has taken
place ?
The skills profile, however, would appear to be accessible via an SAR.
Donald Henderson
Information Compliance Manager
Perth & Kinross Council
________________________________
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: [data-protection] 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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