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By *rAitch OP Man
over a year ago
Diagonally Parked in a Parallel Universe |
I work for a reasonably large employer in the adult education sector. In my particular role, there are six of us, and yesterday we were called into a meeting where we were informed that due to a restructuring of the department, our numbers will be reduced from six down to two, and these two roles will be slightly different to what they are at present.
In the documentation provided, there was a new job description, a copy of the Redundancy Policy and a copy of the Redundancy Procedure. One of the criteria in the job description is Attention to Detail.
My dilemma is this; I read the policy and procedure, and both have grammatical errors and typos in them. This, for an adult education company isn't good enough. I have to attend a consultation meeting next week. At this meeting, would it be a good idea to point out these errors or not?
Part of me says no, because they might think I am being cheeky and therefore lessen my chance of securing one of the posts, and part of me says yes, as they might have intentionally included them as a test for our attention to detail.
I think I have a good chance of one of these roles, especially as I get a lot of excellent feedback from clients and funding providers to my manager, which the others don't get, so I don't want to jeopardise my chance, but don't want them thinking I have no attention to detail.
What would you do? |
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By (user no longer on site)
over a year ago
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"I work for a reasonably large employer in the adult education sector. In my particular role, there are six of us, and yesterday we were called into a meeting where we were informed that due to a restructuring of the department, our numbers will be reduced from six down to two, and these two roles will be slightly different to what they are at present.
In the documentation provided, there was a new job description, a copy of the Redundancy Policy and a copy of the Redundancy Procedure. One of the criteria in the job description is Attention to Detail.
My dilemma is this; I read the policy and procedure, and both have grammatical errors and typos in them. This, for an adult education company isn't good enough. I have to attend a consultation meeting next week. At this meeting, would it be a good idea to point out these errors or not?
Part of me says no, because they might think I am being cheeky and therefore lessen my chance of securing one of the posts, and part of me says yes, as they might have intentionally included them as a test for our attention to detail.
I think I have a good chance of one of these roles, especially as I get a lot of excellent feedback from clients and funding providers to my manager, which the others don't get, so I don't want to jeopardise my chance, but don't want them thinking I have no attention to detail.
What would you do?"
I would suggest that you mention the errors in an interview setting in the context of attention to detail. I would say: I notice the post requires attention to detail and I feel have those qualities (give some real examples) and also because I couldn't help noticing that even the notices we were given contained errors. And smile.  |
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I would not point out the errors and engage with the process. If you point out the errors and apply for the new role but don't get it then you will always wonder if it was because you pointed out the errors..
That said. Be your own man and take the decision that feels right for you.. |
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By (user no longer on site)
over a year ago
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Acas would be your best bet. Ask them on how to proceed on the best course of action.
It is poor form and no excuse for grammatical errors on official company documents. Not professional and dare I say disrespectful.
It would annoy me too |
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By (user no longer on site)
over a year ago
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Personally, I would definitely mention it in respect to the job requiring attention to detail and the fact this is for a job within the adult education sector. Every day is a lesson after all, so even if it's not a test, they should be gracious enough to receive the constructive criticism |
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I would do it in your 1-2-1 consultation, that is normally a meeting to see how you feel about what is happening, would you like to stay or go etc
If you wish to point out their errors, do it politely and constructively before that meeting to whoever gave you the paperwork
Personally I’d leave it well alone and just concentrate on what you want, and if you don’t get that what you will do afterwards. |
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I suspect your over thinking it. I say that because your thinking is the same as I'd think and I overthink things all the time.
On reflection I'd maybe argue that as its adult education they'd expect you to understand grammar and thus not feel the need to test you on it. So taking deeper stock I would go with the probability this isn't a test and calling them on it is probably not going to win you brownie points. |
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By (user no longer on site)
over a year ago
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"I work for a reasonably large employer in the adult education sector. In my particular role, there are six of us, and yesterday we were called into a meeting where we were informed that due to a restructuring of the department, our numbers will be reduced from six down to two, and these two roles will be slightly different to what they are at present.
In the documentation provided, there was a new job description, a copy of the Redundancy Policy and a copy of the Redundancy Procedure. One of the criteria in the job description is Attention to Detail.
My dilemma is this; I read the policy and procedure, and both have grammatical errors and typos in them. This, for an adult education company isn't good enough. I have to attend a consultation meeting next week. At this meeting, would it be a good idea to point out these errors or not?
Part of me says no, because they might think I am being cheeky and therefore lessen my chance of securing one of the posts, and part of me says yes, as they might have intentionally included them as a test for our attention to detail.
I think I have a good chance of one of these roles, especially as I get a lot of excellent feedback from clients and funding providers to my manager, which the others don't get, so I don't want to jeopardise my chance, but don't want them thinking I have no attention to detail.
What would you do?
I would suggest that you mention the errors in an interview setting in the context of attention to detail. I would say: I notice the post requires attention to detail and I feel have those qualities (give some real examples) and also because I couldn't help noticing that even the notices we were given contained errors. And smile. "
This |
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By (user no longer on site)
over a year ago
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I doubt they are clever enough to think that deeply into it. What I would do if in that dilemma is if was really formal find a way of saying I would make sure any information issued by me would be checked for errors first. I would do it in a way that would make it obvious what I was referring to if it was a test, but subtle enough not to offend it it isn't a test.
But if I was on good terms with the person I'd just make a light hearted comment about it. |
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By (user no longer on site)
over a year ago
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If attention to detail is a requirement then point them out somehow, it could be a test, but also shouldn't go against you as that is exactly what they're looking for! |
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By *oodmessMan
over a year ago
yumsville |
Simply because there is a redundancy programme doesn't mean restructuring won't occur. People may leave voluntarily - retirement, fed up with it, payouts, new jobs what ever, so a new role may open up that you didn't expect. I would say that slating whoever wrote the job spec would go a long way to upsetting people from the off, so try and avoid that.
From google. gov. Statutory redundancy notice periods are: at least one week's notice if you have been employed between one month and two years. One week's notice for each year if employed between two and 12 years. 12 weeks' notice if employed for 12 years or more |
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By *icketysplitsWoman
over a year ago
Way over Yonder, that's where I'm bound |
OP, my guess is that the paperwork has come from HR, probably from an outsourced, insurance-backed, source. They are generally awful.
It won't be a test.
Do you want one of the roles?
If you don't then you can make it easy and offer yourself for redundancy or play along and wait for them to interview you. When they do you can present a neatly corrected copy of their paperwork.  In both scenarios you would still be eligible for your redundancy payment.
Also, negotiate your reference before you leave.
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By *rAitch OP Man
over a year ago
Diagonally Parked in a Parallel Universe |
Thanks for all the comments. Much appreciated. Having stewed on it all day, I am going to play it by ear and see how things progress on the first consultation. I will definitely point it out, but my approach will depend on how I feel it is going. |
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By *rAitch OP Man
over a year ago
Diagonally Parked in a Parallel Universe |
"OP, my guess is that the paperwork has come from HR, probably from an outsourced, insurance-backed, source. They are generally awful.
It won't be a test.
Do you want one of the roles?
If you don't then you can make it easy and offer yourself for redundancy or play along and wait for them to interview you. When they do you can present a neatly corrected copy of their paperwork. In both scenarios you would still be eligible for your redundancy payment.
Also, negotiate your reference before you leave.
"
I think you've hit the nail on the head. The HR manager is new to the business, only being in post three months, and the paperwork has their name on it as the person who reviewed it, so yes, probably outsourced.
I do want one of the roles, and am fairly confident of landing one, but not going to be complacent. I have to sell myself in the best light |
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By *icketysplitsWoman
over a year ago
Way over Yonder, that's where I'm bound |
"OP, my guess is that the paperwork has come from HR, probably from an outsourced, insurance-backed, source. They are generally awful.
It won't be a test.
Do you want one of the roles?
If you don't then you can make it easy and offer yourself for redundancy or play along and wait for them to interview you. When they do you can present a neatly corrected copy of their paperwork. In both scenarios you would still be eligible for your redundancy payment.
Also, negotiate your reference before you leave.
I think you've hit the nail on the head. The HR manager is new to the business, only being in post three months, and the paperwork has their name on it as the person who reviewed it, so yes, probably outsourced.
I do want one of the roles, and am fairly confident of landing one, but not going to be complacent. I have to sell myself in the best light "
If you really do want one of the roles then have a critical look at your work to date and consider if there is anything you could have done better, identify the examples of where you have met the new person spec and set out how you can see the new structure working for your clients and the staff team.
Good luck.
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