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Handbook of Operating Procedures

Reductions in Force Sample Ranking List

A reduction in force memorandum should be addressed to the Vice President, Human Resources, and routed through the office of the appropriate dean or administrator. It should include an explanation of the reduction in force, the evaluative criteria used to rank employees, the names and titles of those affected, the anticipated date on which the notice of reduction will occur, and the last day worked (termination date). The ranking list should be attached and in the format shown in the sample below.

Sample Ranking List

Name (Last, First)Job TitleRaceGenderBirth DateEMPLID #Mo’s of Service† Veteran Status

 Hart, Jane

Research Asst II

Black

Female

02/02/82

345566

31 months

No

 Nguyen, Ronald

Research Asst II

Asian

Male

03/04/76

789546

78 months

No

 Theron, Charlize

Research Asst II

White

Female

04/15/85

585258

27 months

Yes

 Scott, Michael

Research Asst II

White

Male

05/01/64

325692

34 months

No

 Cruz, Jessica

Research Asst II

Hispanic

Male

12/25/65

478745

15 months

No

 Kovacs, Gerald1

Research Asst I

Am. Indian

Male

11/30/91

669857

6 months

Yes

*Smith, John

Research Asst I

White

Male

10/20/88

878987

7 months

No

*Johnson, Dwayne

Laboratory Technician II

Hawaiian

Male

05/16/70

125458

40 months

No

*Evans, Marlene

Administrative Coordinator

White

Female

10/29/55

145878

20 months

No

*Dean, Leighanne2

Sr Support Assistant

Black

Female

03/14/80

901523

2 months

No

 _______________________

 

NOTE:  The evaluative criteria should be applied to all employees equally and non-discriminatively.  The ranking exercise must be well documented.

This information can be obtained from Human Resources. If there is any other information in the ranking list that is inaccessible using HCM, please reach out to Human Resources.

1If an employee is being retained who has less service than an employee with the same job title, sufficient documentation must support the reason the less senior employee will be retained.

2If a probationary employee is not among the group to be laid off, sufficient documentation must support why the individual will be retained while employees with more service will be laid off.

*Employees being laid off.