How is performance credited in a reduction in force?
Additional years of service credit are added to an employee’s length of service based on the employee’s three most recent ratings of record during the four years prior to the reduction in force. In a competitive area where all the ratings of record being credited were done under a single pattern of summary levels, the additional service credit is computed by averaging the three most recent ratings of record given in the previous four years using the following values: • 20 years of service for each Level 5 (Outstanding or equivalent rating); • 16 years of service for each Level 4; and • 12 years of service for each Level 3 (Fully Successful or equivalent rating). In an agency where employees in a competitive area have ratings of record being credited for reduction in force that were done under more than one pattern of summary levels, the agency can establish the values for the summary levels (within 12 to 20 years) so that performance crediting will be as fair and equitable as possible.
Related Questions
- If all the ratings of record being credited for a reduction in force in the competitive area are under a single rating pattern, does the agency still have the option to vary credit?
- How much does the additional service credit based on performance affect the outcome of a reduction in force?
- Can an agency drop the use of performance in the reduction in force process entirely?
