Florida Administrative Code › 60 - DEPARTMENT OF MANAGEMENT SERVICES › 60L - Personnel Management System › Chapter 60L-33 - APPOINTMENTS AND STATUS › Section 60L-33.004 - Layoff and Employee Transition

Current through Reg. 50, No. 138; July 16, 2024
(1)
				Agencies may effect a layoff for a variety of reasons, including budget cuts,
				program reductions resulting from outsourcing or privatization efforts, or
				program phase-outs. Agencies shall accomplish a layoff in an orderly,
				systematic, and uniform manner in accordance with this rule.
(2) Each agency shall have a
				Department-approved workforce transition plan. The goal of the plan is to
				ensure that the agency makes reasonable efforts to provide a smooth transition
				for the career service employees adversely affected by the layoff. The plan
				shall identify the steps the agency will take during the layoff to advance this
				goal. The following steps shall be included in any plan, unless the plan
				justifies in writing why they are not included:
(a) Appoint a workforce transition team
				responsible for overseeing and administering the layoff.
(b) Develop a communications plan, designed
				to ensure open, honest, and frequent communication regarding staffing changes.
				Provide clear avenues for employees to seek and obtain information and
				assistance. Address necessary communications with the Department, the
				Department of Commerce, and unions.
(c) Assess the positions to be deleted and
				the mission and goals of the residual program (that is, the program area that
				will remain after the deletion of functions and positions). Identify the
				employees and programs or services that will be affected by the layoff.
				Identify the knowledge, skills, and abilities that employees will need to carry
				out the residual program.
(d)
				Assess employees.
1. If the layoff affects law
				enforcement or correctional officers, firefighters, or professional health care
				providers, develop procedures to establish the relative merit and fitness of
				these employees. Include a formula for uniform application within a competitive
				area, taking into consideration the type of appointment, the length of service,
				and the evaluation of the employee's performance within the last five years of
				employment. The Department may authorize selective competition within the
				competitive area, based upon specific qualifications deemed necessary for a
				position, if the duties and responsibilities requiring such qualifications are
				clearly reflected in the official position description on file with the
				agency.
2. If the layoff affects
				any other career service employee, develop assessment procedures on objective
				measures that include comparative merit, demonstrated skills, experience and
				length of service in the State Personnel System. In determining which employees
				to retain, consider which employees will best enable the agency to advance its
				mission; in this context, consider how each employee fares with respect to the
				following factors: commitment, cooperation, excellence, fairness,
				honesty/integrity, initiative, respect, and
				teamwork.