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Syllabus -- Reduction in Force, STAF7052N, Grad. School, USDA
LESSON 1: Planning for Reduction in Force
- Responsibilities of Management
- What "RIF" Means
- RIF and Other Options
- RIF as an Option
- Step 1. Define what the change is
- Step 2. Identify the specific positions affected
- Step 3.Decide whether the current workforce can do the changed work
- Voluntary Personnel Actions
- Management Actions
- Hiring Freezes
- Furloughs
- Other Actions
- Actions Necessary Before Conducting a RIF
- Responsibilities in a RIF
LESSON 2: Competitive Areas and Competitive Levels
- Employees Not Covered by RIF Regulations
- Competitive Areas
- What "Competitive Area" Means
- Organizational Units and Geographical Boundaries
- Competitive Area Size
- Minimum Requirement: Departmental Service
- Minimum Requirement: Field
- Local Commuting Area
- How Large or Small
- Publishing Competitive Areas
- Changing Competitive Areas Within 90 Days of RIF
- Competitive Levels
- Separate Competitive Levels Prohibited
- Separate Competitive Levels Required
- Numbering Competitive Levels
LESSON 3: Retention Registers and Round 1
- Objectives
- Retention Registers
- How Employees Are Listed On Retention Registers
- Tenure Groups
- Veteran Preference Subgroups
- Length of Service
- Credit for Performance
- Determining Annual Performance Ratings to Use
- Adjusting Service Dates
- Unacceptable Performance
- Unacceptable Rating With No Decision
- Notice Without Unacceptable Rating
- Improved Rating
- Demotion or Reassignment With No Annual Performance Rating
- Noncompeting Employees
- Temporary Appointments
- Temporary Promotions
- Written Decisions of Removal or Demotion
- Retention Register Format
- Round 1: Release From Competitive Levels
- Exceptions to Regular Order of Release
- RIF Process Summary
LESSON 4: Assignment Rights Round 2
- Assignment Right
- Administrative Assignment
- Displacing Other Employees
- Bump Right
- Retreat Right
- Determining the Best Offer
- Promotion Potential
- Same Pay Schedule
- Different Pay Schedules
- Representative Rates
- General Schedule (GS)
- Federal Wage System (FWS)
- Best Offer
- Determining Assignment Rights
- Determining Positions Within Assignment Rights
- Determining Best Offer
- Better Offers
- Vacant Positions
- Vacancies in Lieu of Separation
- Qualifications for Assignment
- Waiving Qualification Requirements
- Other Qualifying Conditions
- Sensitive Position
- Trainee Position
- Veterans With a Compensable Service-Connected Disability of 30 Percent or More
- Tenure After Assignment
LESSON 5: Assignment Rights Exercise
- Determining Assignment Rights
- Master Retention List (MRL) Method
- Establishing the MRL
LESSON 6: Transfer of Function
- Meaning of "Function"
- Meaning of "Transfer of Function"
- Planning for a Transfer of Function
- The Losing Activity
- Identifying Employees With the Transferring Function
- Selecting Employees for Transfer
- Management's Choice
- Employee's Right to Transfer
- Refusal to Transfer
- Appeal or Grievance Rights
- The Gaining Activity
- No RIF
- RIF Necessary
LESSON 7: RIF Notices and Appeal and Grievance Rights
- RIF Notices
- Notice Period
- Shorter Notice Period
- Informational Notice
- Specific Notice
- New Notice Required
- Expiration of a Specific Notice
- Status During Notice Period
- Notification to Other Agencies
- Notification of Bargaining Unit Representative
- RIF Appeals and Grievances
- Negotiated Grievance Procedures
- MSPB Appeal Procedures
- Actions That may be Appealed
- Issues in the Appeal
- Corrective Actions
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