Posts: 6
30 November 2023 at 2:11 pm #881

Beating employers statistics models

What to do when your employer insists on using statistics to drive employment or pay review and your activities fall outside or in addition to what the statistics represent.

Most agencies that are front line use models of statistics, adherences and/or other policy instruction to warrant whether or not an employee may qualify for progression. And most employees who are faced with this system eventually find the more they become subject matter experts (SME’s) in their field(s) of work, the less they seem to conform. But not for anything more than doing their job.

The issue with core focus on statistics or adherences is that it puts the entire emphasis of accountability on the employee. And if the employee has not kept track, or is unable to do so due to work pressures, this makes the progression model above outlined overwhelmingly constructive to deny progression.

If you are in a call centre where for instance the next call, email or internal comms is 12 seconds after the last call and you hardly get time to complete your wrap up notes within the adherence requirement (say 10 minutes average handling time), you don’t have time to record and update all the schedule variations. So what do you do.

You take the entire adherence, statistics, progression policy document and write a case report that explains exactly what you have done. I can offer a {slightly masked example should you be interested. This is what I did do:-

1) Qualify exactly what is required to obtain career or pay progression.
2) Ask the question – what do you do if there is an issue where the employee has worked dutifully but due to the nature of their work, can not meet the policy.
3) If they don’t advise, respond that in this case they intend to put a case report forward for consideration.
4) Prepare the case report and ensure it is well presented.
5) Submit it in time for any deadline.

Feedback welcome. I hope this helps some of you if the situation arises.