Retention Registers. Employees receiving a reduction-in-force notice have the right to review retention lists pertaining to all positions for which they are qualified. This includes the retention register for their competitive level and those for other positions for which they are qualified, down to and including those in the same or equivalent grade as the position offered by the Service. If separation occurs, this includes all positions equal to or below the grade level of their current positions. Affected employees shall have the right to the assistance of the Union when reviewing such lists of records.
Retention Registers. When a RIF is likely to occur, the Employer will make current its retention registers before implementing any of the actions specified in Section 1 which require the application of RIF procedures. Upon request, the Employer will make available to the Union for review updated retention registers for those locations and grade levels expected to be impacted by the potential RIF. A copy of the retention register will be provided when the Union demonstrates a need, i.e., many employees are requesting Union assistance and/or Union officials are geographically separated from the personnel office maintaining the register.
Retention Registers. USMEPCOM will make current its retention registers before giving notice to affected employees. Subsequent to giving notice to affected employees and upon request, USMEPCOM will provide the Union with a Privacy Act and/or 5 C.F.R. Part 297-compliant copy of the updated retention register(s) and will meet with the Union to discuss any questions the Union has regarding the register(s). Affected employees will be permitted to review retention registers with the employee's name, and other retention registers for other positions that could affect the composition of the employee's competitive level and/or the determination of the employee's assignment rights.
Retention Registers. A. The Agency will make current its retention registers before giving notice to affected employees. Upon request, the Agency will provide the Union with a copy of the updated retention register(s) and will meet with the Union to discuss any questions the Union has regarding the register(s). Employees will be permitted to review retention registers with the employee’s name, and other retention registers for other positions that could affect the composition of the employee’s competitive level and/or the determination of the employee’s assignment rights.
Retention Registers. A. At least two (2) workdays before the issuance of initial specific notices, Local 2419 will be provided a copy of the annotated retention register(s) to be used to issue specific notices. Amended or revised retention registers will be provided to Local 2419 as soon as possible.
B. The retention register will include:
1. The employee’s tenure group, competitive level, and original service date;
2. The ratings of record used to compute credit for performance;
3. The amount of credit for performance; and
4. The adjusted service date.
C. Employees and/or their designated representative will be permitted to review the retention register so that the employee may consider how the competitive level was constructed and how the relative standing of the employee was determined. This includes the right to review the complete retention registers for other positions that could affect the composition of the employee’s competitive level, and the determination of the employee’s assignment rights.
D. Employees’ performance ratings of record, due prior to the issuance of specific RIF notices, will be submitted to the servicing personnel office in sufficient time for retention standing to be determined. The due date would ordinarily be no more than fifteen (15) calendar days prior to the issuance date of specific notices.
E. When employees affected by RIF are in the same competitive level with the same length of service, as augmented by performance credit, and the same subgroup, ties will be broken in the following order:
1. Time in grade; and if a tie remains;
2. Length of time in the Bargaining Unit; and if a tie remains;
3. Length of service at the National Institutes of Health.
F. Employees service computation dates for RIF purposes shall be adjusted for performance in accordance with Government rules and regulations.
Retention Registers. 1). Employees are listed in descending order, within their competitive levels, starting with the employee with the most points. The point standing will be based on a composite score derived from their tenure of employment, length of service, and performance as follows:
(1.1) By tenure group I, group II, group III, one/half (1/2) point will be assessed for each year of employment based on the employee’s RIF Service Computation Date, and:
(1.2) Again within each group one point for each year of technician service in the State of Kansas, and;
(1.3) Points will then be added for each of the three most recent annual performance appraisals of record computed on the following basis: (i.) Ten additional points for each performance rating of Exceeds Standards, (ii.) Five additional points for each performance rating of Meets Standards, (iii.) No points for a Does Not Meet Standards performance rating.
Retention Registers. A record that lists technicians in descending order, within their competitive levels, starting with the technician with the highest score first.
1. A technician retention standing will be based on the average score of the last three (3) official performance appraisals. Appraisals will be scored as follows:
(a) Technicians who do not have three (3) appraisals on file will be credited with a Meets Standards (2) for any missing appraisals.
(b) First tie-breaker will be Civil Service Computation Date.
(c) Second tie-breaker will be Technician Service Computation Date.
Retention Registers. A list of competing technicians within a competitive level grouped by tenure groups I, II, and III in descending order. Within each tenure group, technicians are listed in order of their retention standing.
1. The technician service date (TSD) will be used as the determining factor for the retention standing. When two or more technicians in the same tenure group have the same retention standing, the service computation date(SCD) will be used as a tie breaker if required.
2. Once authority for a reduction in force has been received, receipt of a new performance appraisal will not affect the technicians standing in the current reduction in force.
Retention Registers. A. At least two workdays before the issuance of initial specific notices, the NCFLL will be provided a copy of the annotated retention register(s) to be used to issue the specific notices. Amended or revised retention registers will be provided to the NCFLL as soon as possible.
B. The retention register will include: the employee's tenure group, competitive level, and original service credit date; the ratings of records used to compute credit for performance; the amount of credit for performance; and the adjusted service computation date.
C. Employees' performance ratings of record due before the issuance due date of specific RIF notices will be submitted to the servicing personnel office in sufficient time for retention standing to be determined. The due date would ordinarily be no more than 15 calendar days prior to the issuance date of specific notices.
D. When employees affected by RIF are in the same competitive level with the same length of service, as augmented by performance credit, and the same subgroup, ties will be broken in the following order: (a) total DOL service; then, if necessary, (b) by length of service in the DOL Agency; and then, (c) by time at the current grade level.
Retention Registers.
a. Retention registers shall be established and employees shall be ranked based on periods of assessed performance, followed by the retention factors of: performance rating of record, tenure group, performance average score, veteran's preference, and DoD Service Computation Date- RIF (DoD SCD-RIF).
b. An employee affected by RIF (or his/her designated representative) has the right to inspect reduction-in-force records pertaining to the employee’s individual action.
