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Commission reviews rewrite of resignation/separation policy and new RIF scoring system
Summary
HR presented tightened resignation-by-absence rules and a retention-point system for reductions in force (50 seniority / 25 ability / 25 performance). Commissioners asked staff to clarify whether "department" or "division" should be the RIF boundary and to attach an organizational chart to the proposed policy.
County HR and administrative staff presented proposed edits to the resignation and separation policy (HR Policy 2-600) and a new retention-point approach for reductions in force. Cortland Ericsson described the changes and said the resignation-by-absence timing would be tightened: "7 days that, you know, we have to notify the employee if they're not showing up to work," after which, absent a reasonable explanation, the employee may be considered to have voluntarily resigned. Commissioners generally supported clarifying the notification process and asked for the final language to reduce ambiguity.
The largest change proposed is a retention-point system to rank employees if a reduction in force is required: 50 points for seniority, 25 for ability (assigned by the department head with written justification) and 25 for performance (averaged from the last three appraisals), with reductions applied after those scores are totaled. Several commissioners and department leaders debated whether "department" or the narrower "division" should be used for bumping rights and RIF boundaries; staff committed to define "department" and "division" in a follow-up and to attach an updated organizational chart as an addendum to the policy before formal adoption.
