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University of Iowa Committee on Human Rights policies, 1958-1986

1971-07-21 Regents, Board of Page 67

67     REGENTS BOARD OF 

duties or organization or abolishment of one or more positions. Reduction in force will be accomplished in a systematic manner and will be made in accordance with formula developed by the institution and reviewed and approved by the merit system co-ordinator for its conformance to these rules: 
a. Reduction in force will be made by class of position.
b. Reduction in force may be made by organizational unit within an institution on institution wide, as designated by the institution, provided such designation is reported to the merit system co-ordinator before the effective date of the reduction.
c. The order of reduction in force will be by type of appointment as follows: emergency, temporary, irregular, provisional, probationary, permanent. 
d. Each employee affected by a reduction in force will be notified in writing of the lay off and the reasons therefor at least ten days prior to effective date of the lay-off.
e. There will be competition among all employees in the class of position or positions affected by the lay-off based on a retention points system that will consist of points for length of service and performance evaluation of all employees in the class within the organizational unit or units affected. Retention points will be calculated as follows: 
(1) Length of service credit will be allowed at the rate of one point for each month of service. For the purpose of computing length of service credits. the institution will include all continuous periods of employment between the sate of the original appointment and the date of the lay-off. Approved leaves of absence without pay, suspensions and lay-offs for periods exceeding fifteen consecutive days will not be counted; however the periods of service immediately preceding and following such periods will be counted. An employee who is returned to duty following approved military service will have all such time counted as continuous service. When an employee is off the payroll of the institution for more than fifteen consecutive days for a reason other than an approved leave of absence, suspension, lay-off or military service, the date that he returns to duty will be considered the date of original appointment for purposes of computing retention points. 
(2) Performance evaluation credit will be allowed at the rate of one point for each month of service rated as satisfactory under a performance evaluation plan approved by the merit system co-ordinator. An additional one half point will be added for each month of service during which performance is rated one or more levels above satisfactory. No credit will be allowed for service rates less than satisfactory. No performance evaluations which are made less than three months prior to a reduction in force will  be used in determining performance evaluation credits. In the absence of a performance evaluation review service will be considered as satisfactory and one point will be given for each month thereof. 
(3) Length of service and performance evaluation points for service less than full time will be prorated in accordance with the percent of fractional employment. Reduction in force retention points will be the total of length of service and performance evaluation points in accordance with the approved formula.

f. Employees will be placed on the lay-off list beginning with the employee with the greatest number of retention points at top. Lay-offs will be made from the list in reverse order. Copies of the computation of retention points will be made available to affected employees. One copy will be retained by the resident director and one copy will be forwarded to the merit system co-ordinator at least ten days prior to the effective date of the lay-off.
g. When two or more employees have the same total of retention points, the order of termination will be determined by giving preference for retention to the employed who has the highest total budgeted earnings in the class of position affected by the lay-off . 
h. The reduction in force formula approved by the merit system co-ordinator will be posed by the resident director so that all employees will have access to it. 
i. An affected employee may appeal a reduction in force by filing, within

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67 REGENTS BOARD OF duties or organization or abolishment of one or more positions. Reduction in force will be accomplished in a systematic manner and will be made in accordance with formula developed by the institution and reviewed and approved by the merit system co-ordinator for its conformance to these rules: a. Reduction in force will be made by class of position. b. Reduction in force may be made by organizational unit within an institution on institution wide, as designated by the institution, provided such designation is reported to the merit system co-ordinator before the effective date of the reduction. c. The order of reduction in force will be by type of appointment as follows: emergency, temporary, irregular, provisional, probationary, permanent. d. Each employee affected by a reduction in force will be notified in writing of the lay off and the reasons therefor at least ten days prior to effective date of the lay-off. e. There will be competition among all employees in the class of position or positions affected by the lay-off based on a retention points system that will consist of points for length of service and performance evaluation of all employees in the class within the organizational unit or units affected. Retention points will be calculated as follows: (1) Length of service credit will be allowed at the rate of one point for each month of service. For the purpose of computing length of service credits. the institution will include all continuous periods of employment between the sate of the original appointment and the date of the lay-off. Approved leaves of absence without pay, suspensions and lay-offs for periods exceeding fifteen consecutive days will not be counted; however the periods of service immediately preceding and following such periods will be counted. An employee who is returned to duty following approved military service will have all such time counted as continuous service. When an employee is off the payroll of the institution for more than fifteen consecutive days for a reason other than an approved leave of absence, suspension, lay-off or military service, the date that he returns to duty will be considered the date of original appointment for purposes of computing retention points. (2) Performance evaluation credit will be allowed at the rate of one point for each month of service rated as satisfactory under a performance evaluation plan approved by the merit system co-ordinator. An additional one half point will be added for each month of service during which performance is rated one or more levels above satisfactory. No credit will be allowed for service rates less than satisfactory. No performance evaluations which are made less than three months prior to a reduction in force will be used in determining performance evaluation credits. In the absence of a performance evaluation review service will be considered as satisfactory and one point will be given for each month thereof. (3) Length of service and performance evaluation points for service less than full time will be prorated in accordance with the percent of fractional employment. Reduction in force retention points will be the total of length of service and performance evaluation points in accordance with the approved formula. f. Employees will be placed on the lay-off list beginning with the employee with the greatest number of retention points at top. Lay-offs will be made from the list in reverse order. Copies of the computation of retention points will be made available to affected employees. One copy will be retained by the resident director and one copy will be forwarded to the merit system co-ordinator at least ten days prior to the effective date of the lay-off. g. When two or more employees have the same total of retention points, the order of termination will be determined by giving preference for retention to the employed who has the highest total budgeted earnings in the class of position affected by the lay-off . h. The reduction in force formula approved by the merit system co-ordinator will be posed by the resident director so that all employees will have access to it. i. An affected employee may appeal a reduction in force by filing, within