Request ID: FOI-0355-2223 Date published: 13 June 2022
You asked
Re: Vacancy ref - 032238 Area Manager
Further to a previous request, I was asked to provide a vacancy reference number, which I have now done.
I would like to have the following information in respect of a vacancy for ‘Area Manager’ for which recruitment commenced in late November/mid December 2019:
1) How many individuals applied?
2) How many were shortlisted for each stage?
3) The breakdown of all the applicants and those shortlisted at each stage, according to their gender, sexual orientation, race/ethnicity, religion, disability and age.
4) The total number of successful applicants.
5) The same as above (3) for all successful applicants.
6) The length of overall service of all successful applicants within LUL specifically.
7) The length of overall service of all successful applicants within Tfl.
8) The length of previous managerial experience of all successful applicants.
9) The grade progression history for each successful applicant since entering service/employment within LU or TfL.
10) How many successful applicants were placed into the role straight away, and how many were placed into a waiting pool.
We answered
TfL Ref: FOI-0355-2223 / FOI-0356-2223
Thank you for your two requests received by Transport for London (TfL) on 16 May 2022, asking for information about Area Manager (032238 ) and Area Manager/ Train Operations Manager (037094) vacancies.
Your requests have been considered in accordance with the requirements of the Freedom of Information Act and our information access policy. I can confirm that we hold some of the information you require. Specifically you asked:
How many individuals applied?
Please see page 1 in the attached file.
How many were shortlisted for each stage?
Please see page 2 in the attached file.
The breakdown of all the applicants and those shortlisted at each stage, according to their gender, sexual orientation, race/ethnicity, religion, disability and age.
Please see pages 3, 4, 5, 6, 7 & 8 in the attached file. If the applicant didn’t provide a category (or marked it as “Prefer not to say”) then this is classed as “NA”.
The Majority/Minority labels are the highest role ups for our Diversity & Inclusion categories. Given the small number of employees being considered in some of these categories, means that disclosure could potentially identify them within that department. We therefore consider that a more detailed breakdown is exempt from disclosure under section 40(2) of the FOI Act as disclosure would be a breach of the first data protection principle. This information constitutes sensitive personal data as defined in section 2 of the Data Protection Act 1998 (DPA) and was provided in confidence for monitoring purposes. These individuals would have a reasonable expectation that the information would not be disclosed in a manner that would identify any particular person and it would be unfair to them to do so. This exemption to the right of access to information is an absolute exemption and not subject to an assessment of whether the public interest favours use of the exemption.
The total number of successful applicants.
On pages 3, 4, 5, 6, 7 & 8 please refer to the stage, “Hire”.
The same as above (3) for all successful applicants.
As above.
The length of overall service of all successful applicants within LUL specifically.
Please see page 9.
The length of overall service of all successful applicants within Tfl.
Please see page 10.
Please note that we have removed a breakdown of individual employees’ years in service in questions 6 & 7, as disclosure could potentially identify them within that department. We consider that this level of detail is exempt from disclosure under section 40(2) of the FOI Act as disclosure of these exact figures would be a breach of the first data protection principle as detailed above.
The length of previous managerial experience of all successful applicants.
Managerial experience does not explicitly imply managing individuals.We have multiple instances of employees who are responsible for managing projects and processes. As we are not familiar with every job specification and their requirements, this is legitimate experience that may influence the hiring decision. We do not store this sort of data for applicants. If you are asking for the length of time that successful applicants previously line managed, then might be able to provide that information for the length of time they were in TfL. We do not store line management details for their previous roles (external to TfL).
The grade progression history for each successful applicant since entering service/employment within LU or TfL.
Please see page 11 in the attached file.
How many successful applicants were placed into the role straight away, and how many were placed into a waiting pool.
To our knowledge, all applicants were placed into the role straight away. We’ve not been able to locate any data on waiting pools.
If this is not the information you are looking for, or if you are unable to access it for any reason, please do not hesitate to contact me.
Please see the attached information sheet for details of your right to appeal as well as information on copyright and what to do if you would like to re-use any of the information we have disclosed.
Yours sincerely
Eva Hextall FOI Case Management Team General Counsel Transport for London
