With the conclusion of the most recent legislative session, some important changes have been made to the state’s rules, policies, and practices relating to reductions in force (RIF) and workforce adjustment plans (WFAP).
Career service employees whose employment is ended due to a RIF on or after March 2, 2009, will:
- Be awarded preference points on their application when applying for other state of Utah career service positions.
- Qualify for preference points until they have accepted another state of Utah career service position.
- No longer be placed on a one-year time limited reappointment register.
Effective April 21, 2009, WFAPs developed by agency management will take into account employee proficiency and seniority, as follows:
- Greater relative weight will now be given to proficiency in calculating employee retention points.
- Criteria relating to proficiency may now include: quality of work, productivity, skills demonstrated through work performance, and other factors that relate to employee performance or conduct, such as disciplinary history.
- Employee retention and RIF decisions will continue to be made on the basis of total retention points.
These changes are more thoroughly described below.
Reduction in Force Preference Points
State career service employees whose employment is ended by a RIF on or after March 2, 2009,
will be given preference consideration when applying for new state employment. This preference
will be provided in the form of points that will be added to the former employee’s application,
potentially increasing the employee’s opportunities to interview for desired positions.
Former state employees released through a RIF will no longer be placed on a reappointment
register for one year; rather preferential consideration will be granted in the manner
described here until the former employee has accepted another state career service position.
Workforce Adjustment Plans
State agencies are required to create a workforce adjustment plan in order to identify work units
and employees that are subject to a RIF. After an agency has identified the specific work units,
state law and DHRM rules (effective April 21, 2009), require agency management to calculate
retention points for employees who will potentially be impacted by the RIF, taking into account
each employee’s proficiency and seniority. Greater relative weight will now be given to
proficiency when calculating retention points.
Criteria relating to proficiency may now include: quality of work, productivity, skills
demonstrated through work performance, and other factors that relate to employee performance
or conduct, such as disciplinary history. When a workforce adjustment plan is necessary,
agency management will work closely with DHRM personnel to develop measurable factors in
these areas, and to calculate retention points for employees in the affected work units.
Employee retention and RIF decisions will continue to be made on the basis of total retention
points.
Questions?
If you have any questions about these changes, please contact your agency human resources representative.