| 1.5 Personnel Director
26. Employee Information | |
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| 15.26 Employee Information: | | 1. Information about employees, recruits and business associated is encrypted and replicated to ensure it cannot be part of a data breach. The names and Personally Identificable Information (PII) is pseudonymised into fragmented table with tokens that cannot be reverse engineered. | | 2. When a person is interviewed for a job opportunity, the notes of the interview are processed the same day and summaried to a yes/no decision before the interview notes are physically deleted. The reason that a person is not offered a job opportunity is never documented and cannot be documented. | | 3. Policy: No information about a person shall every be allowed to be leaked, lost or stolen. Whatever it takes to prevent a data breach is mandated. |
| 2. Reply: | | 1. Employees and recruits may request extra information and may make a subject access request. | | 2. As a policy, only the minimum of personal information shall exist to be disclosed. | | 3. Subjective judgements shall not exist and personal opinions as the the suitability of a person to do a specific task shall never be documented. | | 4. In the majority of cases, the only PII that is held about a person is the PII that the person must provide in order to prove who they are. |
| 3. Values: | | 1. Gender shall not be recorded. Nobody can be discriminated against their gender when the gender is not known. | | 2. Beliefs shall not be recorded. Nobody can be discriminated against their beliefs when the religion is not known. | | 3. Culture and background shall not be recorded. Nobody can be discriminated against their culture when the culture is not known. | | 4. Equality is achieved by ensuring that things that discriminate are never recorded. |
| 4. Reference: | | 1. Any person may request a reference and any reference shall disclose the facts of employment dates, role, place and responsibilites. | | 2. No reference shall include any opinions. No reference can make a statement as to the suitability a person may be to a different role in a different place with different people at a different time. | | 3. The renumeration and benefit package of a person is a complex and private matter that cannot be part of a reference. | | 4. While all applicants may be made a job offer subject to references, those references must be considered to be worthless and backed up with real opinions of real people. Recruiting is a long term activity that involves many people, friends and family where traits are discovered without the formality of a reference. |
| 5. Security: | | 1. Recruiting is a long term activity that may take many years. | | 2. Even a person who is employed for one role, may be continually being assessed to do a bigger and more valuable role. | | 3. At all times, security of information is paramount because such delicate apraisal information must never be leaked. The codification of traits is mandated. People who cannot be promoted any further may be given a rating of 10 to imply they are at the top of their personal ladder, but that 10 may be assigned many other reasons such as efficiency, productivity, skill, qualification or clearance. |
| Document Control: | | 1. Document Title: Employee Information. | | 2. Reference: 161526. | | 3. Keywords: ITIL, Employee Information. | | 4. Description: Employee Information. | | 5. Privacy: Public education service as a benefit to humanity. | | 6. Issued: 11 Dec 2017. | | 7. Edition: 1.2. |
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