When RIF is being considered
Every employee undergoes an annual evaluation. These evaluations are critical, as they form the foundation of any potential RIF list.
- Ranking: All employees are compiled into a comprehensive list, ranked strictly from best performance to worst.
- Impact: Consistent high performance offers significant job security. Conversely, consistent placement in the bottom performance quartile puts an employee at a heightened risk during cost-cutting measures.
Performance ratings are the paramount factor in the initial stage of identifying a pool of potentially impacted personnel.
The Four Key Retention Factors
Once the initial performance ratings have established a pool of employees, and people might appear equal on paper, four primary factors are applied to determine who is retained. These criteria ensure a fair and consistent approach:
- Tenure with the agency: The total length of continuous service.
- Veteran Preference status: Status as defined by federal regulations.
- Creditable experience: Relevant military or civilian experience that applies directly to the current job series.
- Performance ratings: As mentioned, the “best in, worst out” principle is a driving force throughout the entire process.
Focus on the Work
During times of uncertainty, it is more important than ever to focus on professional responsibilities and deliverables. Managers will maintain professional boundaries regarding internal lists and encourage all team members to ensure all assigned tasks and reports are completed on time.
- Action Item: Ensure all immediate responsibilities, such as outstanding reports (e.g., OSHA injury reports), are completed promptly.
Stay informed, stay focused, and continue to deliver excellent work.
