Guide on the Selection of Employees for Retention or Lay-Off

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Guide on the selection of employees for retention or lay-off

Date: December 21, 2012 Author: Policy Development Directorate

Guide on the selection of employees for retention or lay-off

Important Notice This Guide is intended to be a work in progress. It will be updated periodically to remain as accurate as possible. It was last updated in December 2012.

To assist managers and human resources (HR) advisors in dealing with work force adjustment (WFA) situations, the Office of the Chief Human Resources Officer/Treasury Board Secretariat (OCHRO/TBS) and the Public Service Commission (PSC) have put together a WFA information kit that consists of a series of guides on specific components of the WFA process. In addition to this guide, the PSC also offers the Priority Administration Guide. For general information on WFA for organizations for which the Treasury Board (TB) is the employer and whose staffing processes are conducted in accordance with the Public Service Employment Act (PSEA), consult the other guides that comprise this information kit, including the National Joint Council Work Force Adjustment Directive (NJC WFAD), the other WFA appendices (WFAAs) and the TB Directive on Career Transition for Executives. For information about WFA in general for the separate agencies whose staffing processes are conducted in accordance with PSEA, and for which the TB is not the employer, consult the separate agency. For information about the PSC’s Priority Administration System and other related topics, consult the PSC’s Priority Administration Web site. For more information on the classification process for organizations for which the TB is the employer, consult TBS’s Organization and Classification Web site. For the separate agencies, contact the separate agency. Managers and HR Advisors should ensure they consult their organization’s business and HR plans when conducting a selection for retention or lay-off process. As well, they should consult with their organizational classification and labour relations advisors where necessary.

December 21, 2012

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Effective Date: May 2012 Contact: Strategic Consultants

Table of Contents
Guide on the selection of employees for retention or lay-off ............................................................ 1 1. 2. 3. 4. 5. Definitions ......................................................................................................................... 3 Introduction ....................................................................................................................... 5 Values .............................................................................................................................. 6 Considerations ................................................................................................................... 6 Process to select employees for retention or lay-off ................................................................. 8 5.1. Situation 1 – Workforce reduction, with no changes in the duties, or to the merit criteria .......10

5.2. Situation 2 – Workforce reduction, with no significant changes in the duties, but with changes to the merit criteria ...............................................................................................................23 5.3. Situation 3 - Workforce reduction, with significant changes in some of the duties, and with changes to some of the merit criteria: .....................................................................................37 5.4. Situation 4 - Workforce reduction, with all positions to be eliminated and new positions to be created, and with new merit criteria ........................................................................................52 5.5. 6. 7. 8. 9. Situation 5 – Workforce reduction, with all positions to be eliminated: ................................58

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