|Statement||by the U.S. General Accounting Office.|
|LC Classifications||JK744 .U55 1985|
|The Physical Object|
|Pagination|| leaf, viii, 93 p. :|
|Number of Pages||93|
|LC Control Number||85602702|
REDUCTION IN FORCE CAN SOMETIMES OFFICE OF MANAGEMENT AND BUDGET BE MORE COSTLY TO AGENCIES THAN ATTRITION AND FURLOUGH DIGEST Since fiscal year , more t federal workers have lost their jobs from reductions in force (RIFs). These RIFs are part of a broader. Reduction in force (RIF) A separation from employment due to such reasons as lack of funds, changes in staffing priorities, lack of work, redesign of work processes, redundancy in roles, excess staffing capacity, or department reorganization, with no likelihood or expectation that the individual will be recalled because the need for the. While not the most pleasant topic of conversation, conducting a reduction in force (RIF) is sometimes a necessary move for a business to make. Whether it's because of the flow of the market or a move meant to align your workforce with your goals, RIFs happen and HR needs to be prepared for when they do. Reduction in force can sometimes be more costly to agencies than attrition and furlough [microform]: re Loss of experienced staff affects conservation and renewable energy programs: report / by the Comptroll.
Sometimes, the business purpose for an employer's reduction in force is so obvious that the employer forgets to document it. Forget no more. Before beginning a reduction in force, an employer must. Reduction-in-force Plan Review and Approval Process. The Vice President for Human Resources/Chief Human Resources Officer (or designee) will review the written plan to determine that all work force reduction determinations are consistent with this procedure and that affected staff are treated in an equitable, compassionate and consistent manner. To derive the cost of RIFs and buyouts, OPM updated cost figures from actual RIFs studied in a General Accounting Office study entitled “Reduction in Force Can Sometimes be More Costly to Agencies Than Attrition and Furlough” (GAO/PEMD, J ). A reduction in work force is a difficult time for everyone involved managers, affected staff members, and • Employed more than 20 hours and less than 40 hours a week This alternative may enable departments to save on office-space costs, perform certain tasks more efficiently, improve continuity of services, and extend service coverage.
existing agency operations to achieve these savings must be carefully planned. The proposal's cost-savings goal in addition to its organizational requirements would significantly change the DOE's existing structure, program offerings, and processes. The proposal would also raise issues of program consolidation, work force. Related to health, fitness, and productivity, actual costs are significantly more than once thought. The average employer has $ worth of health-related productivity costs for every $ spent on actual medical expenses. 31 This information is important for administrators and reinforces the reality that healthy employees bode well for business. If properly planned and implemented, RIFs can be a way to both save expenses in the short-term and better position an employer for a more efficient recovery in the mid- to long-term. RIFs, however, also can cause unintended legal consequences that cost more money than they save and further erode employee morale. The costs can be attributed to many factors including: Wages paid to absent employees; with more than 20 million unique visitors and 60 million page views each month. Powered by a .