Layoff Decision and Planning

When it has been determined that layoffs cannot be avoided:

Step 1. Develop an implementation plan

A successful implementation relies on clear governance of the change process. Your plan might include: clarifying who has the decision-making authority; an updated description of the mission, vision, and goals of the unit; and ensuring that these are in alignment with those of campus’s University core mission.

These plans include, but are not limited to:

• A timeframe and implementation plan for changing business processes, organizational roles, and the organization structure, if needed.
• Before and after flow charts to help clarify the transition of business processes.
• New organization charts; including updated job descriptions; options for lateral reassignments as well as elimination of certain positions and/or functions, if appropriate.

Step 2.Compile Required Documentation

• Complete a Layoff Worksheet for each impacted employee. This document will require approval from your Department Head and Vice Chancellor.
• Connect with your Employee Relations Analyst regarding upcoming layoffs.
  
  • Provide a current job description of each of the positions being eliminated.
  • Provide a job description for each position which is being revised in the proposed layoffs and/or reorganization. This should include consultation with Compensation to ensure that no represented job duties are being re-assigned to non-represented staff or students.