The U.S. Office of Personnel Management develops policy and provides guidance to Federal agencies regarding Reduction in Force (RIF). This page serves as a portal to assist you in locating pertinent information and content related to RIF in the Federal Government.

Readers can find guidance on conducting a reduction in force in Chapter III. Post-RIF actions are discussed in Chapter IV, and transfer of function is covered in Chapter V.

To provide a foundation of understanding downsizing and reengineering options, OPM will work with your agency to educate staff on the following Reduction in Force (RIF) components: RIF Planning; RIF Mechanics; Transfer of Function; RIF Entitlements and Benefits; Organization Design and Position Classification; The Use of AutoRIF Software

This chapter covers SES RIF, OPM’s RIF placement program, and furlough. The procedures on competition for job retention in a RIF and the appeal rights described in this chapter, apply to both probationers and post-probationers.

An agency must use the RIF regulations before separating or demoting an employee because of an organizational reason such as reorganization, including lack of work, shortage of funds, insufficient personnel ceiling, or the exercise of certain reemployment or restoration rights.

Agencies have greater flexibility in a reduction in force to assign retention credit for ratings in a competitive area where different summary patterns exist. This article explains requirements and explores flexibilities in crediting performance.

An agency may conduct SES Reduction in Force under 5 U.S.C. 3595 and 5 CFR 359 subpart F when circumstances such as elimination or modification of a position due to reorganization, lack of funds, curtailment of work, or any other factor require separation of career SES appointees.

OPM notes that some federal agencies retain separate statutory authority for conducting RIF-like processes, and these differences might impact collective bargaining. the scope of collective bargaining should be limited

• Using the personnel rosters established by agency management to determine employees’ relative retention standing under OPM’s RIF regulations at 5 CFR part 351; • Preparing RIF and related notices; • Training supervisors on delivery of the RIF notices to employees; • Briefing employees on RIF procedures and issues; 4 •

• 5 CFR Part 351 – Outlines RIF procedures, establishes competitive areas, levels, retention factors, and reassignment rights. • Workforce Reshaping Operations Handbook | OPM and its Appendices – Specific operational