PROCEDURES FOR REPROMOTION AND REEMPLOYMENT OF RIF EMPLOYEES
The following procedures will provide guidance for the repromotion and reemployment of state employees who have been affected by the RIF process.
REPROMOTION
Applicable Rules:
Rule R2-5-101 (63) defines repromotion as, “the promotion of an employee who was reduced in pay grade due to a reduction in force to the pay grade held before the reduction in force or to an intervening pay grade.”
R2-5-205 (B) (3) (a) and R2-5-902 A (9) state that a permanent status employee who is reduced in grade as a result of a reduction in force is entitled, upon written request, to be considered for repromotion within the agency for the class in which permanent status was held immediately before the reduction in grade, or any intervening class. The employee shall be considered for two years from the date on which the employee was reduced in grade.
R2-5-205 (B) (3) (b) and (c) “An employee eligible for repromotion shall be offered a vacant position in the class from which the employee was reduced or in any intervening class. An employee who accepts a position in an intervening class shall continue to be considered for repromotion in other eligible classes for the balance of the two years. An employee who fails to accept a repromotion to the class from which the employee was reduced shall not continue to be considered for repromotion.”
“If more than one employee is eligible for repromotion to a vacancy in a class, the vacancy shall be offered to the employee with the highest number of retention points at the time the repromotion is offered.”
Policy Guidance:
- Repromotion is mandatory.
- Each agency should establish procedures to ensure compliance with the rules governing repromotion. Those procedures should include instructions to inform employees on the process to complete a written request for repromotion. The agency may elect to use Hiring Gateway to track repromotion eligibility.
- According to Rule R2-5-205 (3) (b) an employee eligible for repromotion shall be offered a vacant position in the class from which the employee was reduced or in any intervening class prior to other recruitment efforts, including reemployment.
- The employee shall be repromoted in retention point order. The employee shall be considered for repromotion for two years unless the employee doesn’t accept the repromotion to the class from which the employee was reduced.
REEMPLOYMENT
Applicable Rules:
The Personnel Rules define reemployment under R2-5-101 (60) as “the appointment of a former permanent status employee who was separated by a reduction in force.”
R2-5-202 (B) An agency “shall consider for appointment a reemployment candidate who meets the criteria in R2-5-201 (A) before implementing other recruitment actions.” A reemployment candidate is eligible to fill a vacancy in any state agency.
Rule R2-5-205 B (4) (a) states an applicant for employment shall submit a written request, R2-5-205(B)(4) (b). The agency may consider an applicant for reemployment for the class in which the applicant held permanent status at the time of separation and for all classes at the same or lower grade for which the applicant is qualified for two years from the effective date of the separation.
R-5-902 (A)(8) “A permanent status employee separated as a result of a reduction in force is entitled upon written application, to be considered for reemployment in the class held immediately prior to the separation and for all classes at the same or lower grade for which the former employee is qualified as provided in Article 2 of these rules. The employee shall be given first consideration for employment in the agency from which the employee was separated based upon prior seniority and performance.”
Policy Guidance:
To be considered for reemployment, the former covered, permanent status employee is required to apply on-line through azstatejobs.gov and indicate on their profile they are reemployment eligible. This will satisfy the requirement for the written request.
The Department of Administration (ADOA) will verify the eligibility of the former employee’s reemployment status through Hiring Gateway.
If your agency is seeking to fill a covered position, prior to implementing other recruitment actions, you must give first consideration for reemployment to former RIF employees from your agency based on their retention points at the time of the separation. Due to the heavy volume of daily updates, it is in the agency’s best interest to verify the accuracy of the former employee’s eligibility profile in Hiring Gateway prior to proceeding with the reemployment process. You can obtain a list through Hiring Gateway of your agency’s former employees who have requested reemployment.
- Log on to Hiring Gateway
- Click on Candidate Search in Upper Right Corner
- Scroll Down to the bottom of page and click “Show all Custom Fields”
- In the “Re-employment” text block scroll down and click on “Reemployment”
- Scroll down to the PRE-VERIFICATION OF REE/REI area to the “Agency Last Employed” and type in your two digit agency abbreviation i.e., AD for Department of Administration
- Scroll down to the Reemployment Eligible? Drop Down box and select “Eligible”
Go to the bottom of the page and click on “Select” You should get a list of names.
All former RIF employees (from the agency) must be considered for the position in the class held immediately prior to the separation and for all classes at the same or lower grade for which the employee is qualified.
Your agency must contact the former RIF employee(s) in retention point order, to determine the employee’s interest in the position(s).
If a former RIF employee is not selected for this open position, you may proceed with your normal recruitment process.
If your agency has not been impacted by a RIF, you may wish to give consideration to former RIF employees from other state agencies. If you are considering only RIF employees, you are not required to go through an open competitive recruitment process. You do not need to consider the RIF employee’s retention points in the selection process if they were affected by a RIF from a different agency.
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