Can someone explain RIF process?

[Anonymous]

Sorry if I wasn’t clearer. I’m not trying to calculate severance, just better understand where I fall in the order of the agency applying the RIF

Anonymous wrote:

Anonymous wrote:How is tenure and/or length of service calculated for the purposes of a federal RIF? Say I only have 1 year at my current job in the excepted service (so on probation) but have over 4 years preexisting service in the competitive service? Does that prior service count for anything or am I bottom of heap?

1-10 years of employment equals one week per year of service. Anything over 10 years is two weeks per year of service. For example, I have 26 years of service, so I would get 42 weeks of severance. However, since I am VERA eligible, I would get a Discontinuance of Service Retirement, which is equivalent to VERA.

[Anonymous]

Anonymous wrote:

Anonymous wrote:How is tenure and/or length of service calculated for the purposes of a federal RIF? Say I only have 1 year at my current job in the excepted service (so on probation) but have over 4 years preexisting service in the competitive service? Does that prior service count for anything or am I bottom of heap?

1-10 years of employment equals one week per year of service. Anything over 10 years is two weeks per year of service. For example, I have 26 years of service, so I would get 42 weeks of severance. However, since I am VERA eligible, I would get a Discontinuance of Service Retirement, which is equivalent to VERA.

I also have exactly 26 years. If my position becomes subject to schedule F, does that mean I would not get the VERA or DSR?

[Anonymous]

Anonymous wrote:

Anonymous wrote:How is tenure and/or length of service calculated for the purposes of a federal RIF? Say I only have 1 year at my current job in the excepted service (so on probation) but have over 4 years preexisting service in the competitive service? Does that prior service count for anything or am I bottom of heap?

1-10 years of employment equals one week per year of service. Anything over 10 years is two weeks per year of service. For example, I have 26 years of service, so I would get 42 weeks of severance. However, since I am VERA eligible, I would get a Discontinuance of Service Retirement, which is equivalent to VERA.

My understanding is that we get extra "time" for the last 4 performance ratings. I got outstanding so that's an additional 80 years. Am I reading this correctly?

[Anonymous]

Is it true that if you're retirement eligible you’d get no severance if RIF’d?

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:How is tenure and/or length of service calculated for the purposes of a federal RIF? Say I only have 1 year at my current job in the excepted service (so on probation) but have over 4 years preexisting service in the competitive service? Does that prior service count for anything or am I bottom of heap?

1-10 years of employment equals one week per year of service. Anything over 10 years is two weeks per year of service. For example, I have 26 years of service, so I would get 42 weeks of severance. However, since I am VERA eligible, I would get a Discontinuance of Service Retirement, which is equivalent to VERA.

My understanding is that we get extra "time" for the last 4 performance ratings. I got outstanding so that's an additional 80 years. Am I reading this correctly?

If you are single rating (meaning last 3 years' rating was all outstanding), you get 20 additional years to calculate the retention points (not 20 years per year)

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:How is tenure and/or length of service calculated for the purposes of a federal RIF? Say I only have 1 year at my current job in the excepted service (so on probation) but have over 4 years preexisting service in the competitive service? Does that prior service count for anything or am I bottom of heap?

1-10 years of employment equals one week per year of service. Anything over 10 years is two weeks per year of service. For example, I have 26 years of service, so I would get 42 weeks of severance. However, since I am VERA eligible, I would get a Discontinuance of Service Retirement, which is equivalent to VERA.

My understanding is that we get extra "time" for the last 4 performance ratings. I got outstanding so that's an additional 80 years. Am I reading this correctly?

If you are single rating (meaning last 3 years' rating was all outstanding), you get 20 additional years to calculate the retention points (not 20 years per year)

Link? Are you talking about increased severance calculations based on outstanding performance, or improved standing in determining who gets Riffed?

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:How is tenure and/or length of service calculated for the purposes of a federal RIF? Say I only have 1 year at my current job in the excepted service (so on probation) but have over 4 years preexisting service in the competitive service? Does that prior service count for anything or am I bottom of heap?

1-10 years of employment equals one week per year of service. Anything over 10 years is two weeks per year of service. For example, I have 26 years of service, so I would get 42 weeks of severance. However, since I am VERA eligible, I would get a Discontinuance of Service Retirement, which is equivalent to VERA.

My understanding is that we get extra "time" for the last 4 performance ratings. I got outstanding so that's an additional 80 years. Am I reading this correctly?

If you are single rating (meaning last 3 years' rating was all outstanding), you get 20 additional years to calculate the retention points (not 20 years per year)

Link? Are you talking about increased severance calculations based on outstanding performance, or improved standing in determining who gets Riffed?

Cite?

[Anonymous]

I would budget/plan for not getting any RIF money. Start living life like you’ve just been canned with no severance.

The Schedule F 2.0 plans make it clear they are moving a ton of people over to that status. Then they can be fired immediately with no severance.

It will take time and get litigated. But who knows.

This is a multi-pronged attack on government services. Fork is one track. Firing anyone without protections and shutting down entire agencies is another. Schedule F is another.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:then, the possibility is the division will be left with a few older folks, losing younger high performers. is that what the managers want? is government efficiency achieved?

We got plenty of young low performers and older high performers. Age alone is not the only factor. And that’s how the process works. If you want older workers out, the Fork offer is as good as it gets.

It’s not though. The older workers get more severance with a RIF due to more time in service and being older.

Out of 8 taking the fork in my office, all 8 would have survived if we had a RIF instead because they are older workers with many years of experience.

My point was that if you're going to be without a job, older workers get more money from being RIFed and getting the severance than they would if they had taken the Fork.

if you are retirement eligible you get no severance with rif but with fork you get 8 months of pay regardless and can retire right after

ah, I see. I was thinking of those that are not yet retirement eligible.

I'm not retirement eligible, but the fork offer is less than I would get from the normal formula. I would be happy to leave but I am waiting for a RIF because I want the full package.

[Anonymous]

Anonymous wrote:Is it true that if you're retirement eligible you’d get no severance if RIF’d?

True.

[Anonymous]

Anonymous wrote:This outlines the process:
https://www.opm.gov/policy-data-oversight/workforce-restructuring/reductions-in-force/

Fork never made sense to me because 8 months of pay is more generous than what everyone would get under the RIF formula.

Not for everyone. I’d get a lot more under RIF than Fork. I think it depends on your pay grade and time of service.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:then, the possibility is the division will be left with a few older folks, losing younger high performers. is that what the managers want? is government efficiency achieved?

We got plenty of young low performers and older high performers. Age alone is not the only factor. And that’s how the process works. If you want older workers out, the Fork offer is as good as it gets.

It’s not though. The older workers get more severance with a RIF due to more time in service and being older.

Out of 8 taking the fork in my office, all 8 would have survived if we had a RIF instead because they are older workers with many years of experience.

My point was that if you're going to be without a job, older workers get more money from being RIFed and getting the severance than they would if they had taken the Fork.

if you are retirement eligible you get no severance with rif but with fork you get 8 months of pay regardless and can retire right after

ah, I see. I was thinking of those that are not yet retirement eligible.

I'm not retirement eligible, but the fork offer is less than I would get from the normal formula. I would be happy to leave but I am waiting for a RIF because I want the full package.

This only works if they follow the normal formula and/or you’re not placed into schedule f.

[Anonymous]

Fingers crossed that I get RIFed and not schedule Fed. What a messed up situation that I’m hoping for a RIF.

[Anonymous]

What's the difference in results in terms of pension and carrying over FEHB for regular RIF vs. Schedule F if I'm 57 with 27 years, but only have a few months on FEHB (was on my spouses non-Fed plan before that.)