Where Am I on the RIF List?

[Anonymous]

Isn’t it costly for the govt to RIF SES positions? Many in those positions are career feds and making the most. Their severance would be pretty high. I guess they’re banking on forcing them to retire or take VERA?

[Anonymous]

Anonymous wrote:Isn’t it costly for the govt to RIF SES positions? Many in those positions are career feds and making the most. Their severance would be pretty high. I guess they’re banking on forcing them to retire or take VERA?

Short term yes. Long term it’s saving money if not replaced.

[Anonymous]

Anonymous wrote:Isn’t it costly for the govt to RIF SES positions? Many in those positions are career feds and making the most. Their severance would be pretty high. I guess they’re banking on forcing them to retire or take VERA?

Many of them are retirement eligible so they would not get severance. Just separation and retired. I can only think of one exec in my agency off the top of my head who isn’t 50 yet (although he may be and just has a young look about him).

[Anonymous]

Anonymous wrote:Yes, also part-time and not sure how that affects me in RIF.

You compete only against other part-timers.

[Anonymous]

I think there are several whole groups they are still going to eliminate in my office, including mine. I don't think they will be following the RIF rules entirely from here on out.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Does a veteran with say 3 years jump over a non vet with 15 yrs? Trying to determine how much veteran preference matters.

Within the same competitive area (however that’s defined), yes. The agency would have to RIF all non-vets in that area before they could touch someone with veterans preference for a RIF. Not all vets have that preference for a RIF though.

Damn that’s scary. What about vets who were in a PIP last year and only have 3/5 ratings? I have several vets who I work with who shouldn’t be working for us (of course lots of wonderful vets too).

IMO performance should be #1

[Anonymous]

I’m a senior manager. It seems to me that what you work on matters (statute and also which presidential priority you’re working on) as does how critical it would be to lose you. I had to write up things to that effect for my employees. Whereas I haven’t seen years of service, vet status or performance in anything I’ve had to answer.

If they’re looking to shrink the government, they should look for those who do the work of two low performers. Vet status and years shouldn’t matter. If you have decades of work experience you should be top of your game by the very nature of having more experience.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Does a veteran with say 3 years jump over a non vet with 15 yrs? Trying to determine how much veteran preference matters.

Within the same competitive area (however that’s defined), yes. The agency would have to RIF all non-vets in that area before they could touch someone with veterans preference for a RIF. Not all vets have that preference for a RIF though.

Damn that’s scary. What about vets who were in a PIP last year and only have 3/5 ratings? I have several vets who I work with who shouldn’t be working for us (of course lots of wonderful vets too).

IMO performance should be #1

Before the RIF they asked for the names of poor performers. So that might happen before a RIF. Trump has said repeatedly he wants to keep good people and get rid of poor performers. So given that they requested this info, it's hard to imagine they wouldn't do this prior to a RIF. (Once you get into the formal RIF then you have a formal process with specified weightings to rank order employees.)

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Does a veteran with say 3 years jump over a non vet with 15 yrs? Trying to determine how much veteran preference matters.

Within the same competitive area (however that’s defined), yes. The agency would have to RIF all non-vets in that area before they could touch someone with veterans preference for a RIF. Not all vets have that preference for a RIF though.

Damn that’s scary. What about vets who were in a PIP last year and only have 3/5 ratings? I have several vets who I work with who shouldn’t be working for us (of course lots of wonderful vets too).

IMO performance should be #1

Before the RIF they asked for the names of poor performers. So that might happen before a RIF. Trump has said repeatedly he wants to keep good people and get rid of poor performers. So given that they requested this info, it's hard to imagine they wouldn't do this prior to a RIF. (Once you get into the formal RIF then you have a formal process with specified weightings to rank order employees.)

Look, I don't want to be a Debbie Downer, but they've asked for lots of information that they seemingly do nothing with (including justifications for keeping thousands of probationary and term employees, who were all promptly fired regardless). They say lots of conflicting things, particularly because the way this initiative has been carried out has not been popular. Their number goal right now is to fire as many people as possible, as quickly as possible, before there is effective pushback from the courts and congress. I would not expect good performance to help anyone. If they want your office gone, it's gone. That's how they're getting around burdensome RIF procedures.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Yes, also part-time and not sure how that affects me in RIF.

You compete only against other part-timers.

This is so not true

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Does a veteran with say 3 years jump over a non vet with 15 yrs? Trying to determine how much veteran preference matters.

Within the same competitive area (however that’s defined), yes. The agency would have to RIF all non-vets in that area before they could touch someone with veterans preference for a RIF. Not all vets have that preference for a RIF though.

Damn that’s scary. What about vets who were in a PIP last year and only have 3/5 ratings? I have several vets who I work with who shouldn’t be working for us (of course lots of wonderful vets too).

IMO performance should be #1

Before the RIF they asked for the names of poor performers. So that might happen before a RIF. Trump has said repeatedly he wants to keep good people and get rid of poor performers. So given that they requested this info, it's hard to imagine they wouldn't do this prior to a RIF. (Once you get into the formal RIF then you have a formal process with specified weightings to rank order employees.)

I have not been asked for the names of my poor performers. I actually have 2 and if I didn’t think I could RIF them, I should put them on PIPs. PIP is such a long, hard process for a manager though and then I’d have very upset employees for months during the PIP. Mentally with everything going on that seems daunting.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Yes, also part-time and not sure how that affects me in RIF.

You compete only against other part-timers.

This is so not true

I am a part-time employee and I think this true based on what’s on the OPM RIF info. However my position is funded to full-time, so I’m not sure where that puts me.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Does a veteran with say 3 years jump over a non vet with 15 yrs? Trying to determine how much veteran preference matters.

Within the same competitive area (however that’s defined), yes. The agency would have to RIF all non-vets in that area before they could touch someone with veterans preference for a RIF. Not all vets have that preference for a RIF though.

Damn that’s scary. What about vets who were in a PIP last year and only have 3/5 ratings? I have several vets who I work with who shouldn’t be working for us (of course lots of wonderful vets too).

IMO performance should be #1

Before the RIF they asked for the names of poor performers. So that might happen before a RIF. Trump has said repeatedly he wants to keep good people and get rid of poor performers. So given that they requested this info, it's hard to imagine they wouldn't do this prior to a RIF. (Once you get into the formal RIF then you have a formal process with specified weightings to rank order employees.)

I have not been asked for the names of my poor performers. I actually have 2 and if I didn’t think I could RIF them, I should put them on PIPs. PIP is such a long, hard process for a manager though and then I’d have very upset employees for months during the PIP. Mentally with everything going on that seems daunting.

That's interesting. At my agency, they asked us to create such a list and it didn't have to rely on formal performance evaluations. (One would hope the two lists would correspond, but there was no requirement that they do so.). This was probably the first week of the new presidency.

[Anonymous]

Friend concerns her supervisor will use RIF to retaliate because she refused his advances. What can she do to protect herself?

[Anonymous]

I don't know why so many of you still believe there will be retention lists and bump/retreat. No, they are either going to do numerous small RIFs or create a ton of narrow competitive areas where everyone is cut. That makes it so they don't have to rank anyone, do a retention list, or find a new position for you.