Chapter 13. Reduction-in-Force
The purpose of this chapter is to provide basic information on reduction-in-force as it relates to performance management. Contact your servicing human resources office for assistance and specific guidance on this subject.
Ratings of Record
For reduction-in-force (RIF) purposes, ratings of record include those given at the end of the:
- Appraisal period;
- Minimum appraisal period; or
- Opportunity period to demonstrate acceptable performance (if an improved rating is given).
In a RIF, an employee will receive service credit based on an average of the employee's three most recent ratings of record received during the four-year period (See Note below) prior to the date of the issuance of a specific RIF notice (or an officially designated performance credit cut-off date). Service credit is computed as follows:
- Level 5 - 20 years
- Level 4 - 16 years
- Level 3 - 12 years
- Level 2 - 0 years
- Level 1 - 0 years
An employee who does not have a rating of record will be assigned a modal rating. A modal rating is the summary rating level assigned most frequently among the actual ratings of record given that are:
- Assigned under the same summary pattern that applies to the employee’s position of record on the date of the reduction-in-force;
- Given within the same competitive area or, at the agency’s option, within a larger subdivision of the agency or agency-wide; and
- On record for the most recently completed appraisal period prior to the date of issuance of reduction-in-force notices, or the cut-off date the agency specifies prior to the issuance of reduction-in-force notices after which no new ratings will be put on record.
NOTE: Employees formerly covered under a 2-level system will receive service credit as follows:
- Meets or Exceeds Expectations – 12 years
- Does Not Meet Expectations – 0 years