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 Title | Race | Gender | Birth Date | EMPLID # | 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.