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Reduction in Force

An agency can implement a Reduction in Force (RIF) for one or more of the following reasons: reorganization, work shortage, loss of funding or outsourcing/privatization. Information to assist agencies in the creation and implementation of a RIF plan can be found here. The RIF Communication Guide  provides guidance on developing a communication plan related to a RIF.

RIF Applicant Pool

State government employees separated by a reduction in force (RIF) with grievance rights, may participate in DSHR's RIF Applicant Pool. State agencies are required to submit specific information electronically to DSHR concerning employees separated by a RIF.

The information provided by state agencies becomes DSHR's official RIF Applicant Pool database. Any state agency that posts a vacancy is required to give priority consideration to employees separated by a RIF.

The eligible employee's information will remain in the RIF applicant pool database for 12 months following the effective date of the RIF. State agencies can access the information in the RIF Applicant Pool to identify those applicants to whom they should give priority consideration.

Reduction in Force Sample Documents 

Furlough

To assist agencies in the implementation of a furlough plan the Division of State Human Resources has created a Furlough Information Summary  This summary includes information about voluntary and mandatory furloughs. Additional information can be found in the documents below:

Retirement Incentive Plans (RIP)

To assist agencies in the implementation of a retirement incentive plan the Division of State Human Resources has created a Retirement Incentive Plan Information Summary. Additional documents are provided below to assist in the implementation of a RIP.

Voluntary Separation Plans (VSP)

To assist agencies in the implementation of a voluntary seperation plan the Division of State Human Resources has created a Voluntary Separation Plan Information Summary.