The response, reproduced here, use it addresses several common misconceptions about the present layoff policy and the proposed new policy. You presume that layoffs are a tool used to maintain staff competence. Specialists in personnel management disagree with you. It presumes that performance management is handled continuously, not just during times of layoff. Therefore, the basic presumption of layoffs is that no one's performance is poor enough to remove them from service or else termination would already have occurred through the performance management system.
LLNL employees can be and are fired for poor work performance.
SPSE advocates a strong performance management system with both positive and negative incentives. To the extent that we are burdened by non-performers, Lab management has not done its job. The order of layoff applies only within a group of employees who are designated as a layoff unit by the Director. Then, the order of layoff, within the designated unit, is by inverse seniority except that persons with skills, knowledge, and abilities needed for ongoing programs may be retained. This policy has an underlying objective basis for selection and yet permits retention of essential personnel.