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Clare Brass
Member - 2 posts
Hi, we have an admin assistant working in Marketing still in her probationary period - the role requires someone with a much higher skills set (the previous manager took her on - no job description). We need to replace her, but it would be unfair to follow a capability route, as it is a matter of skills set, not performance.
I'd like to dismiss on the grounds of redundancy due to restructuring - what is the best way of handling this?
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Clare Brass
Member - 2 posts
We have an admin assistant in her probationary period who we will have to let go, as the requirements of the (Marketing) dept. necessitate a skilled and experienced marketing assistant. she's not up to the Admin role really, but I don;t want to dismiss on capability as we actually need to change the spec of the role.
Is it better to follow redundancy procedure, as effectively we are making the admin role redundant and replacing it will a marketing assistant/junior manager role, and if so, what is the best way to go about this?
Thank You!
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