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.

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.

• 5 U.S.C. Chapter 35 – Governs retention rights and RIF separation procedures required by law. • 5 CFR Part 351 – Outlines RIF procedures, establishes competitive areas, levels, retention factors, and reassignment rights.

OPM may examine an agency's preparations for reduction in force at any stage. When OPM finds that an agency's preparations are contrary to the express provisions or to the spirit and intent of these regulations or that they would result in violation of employee rights or equities, OPM may require appropriate corrective action.

2025年2月26日 · Agencies are instructed to prepare for large-scale RIFs and develop comprehensive reorganization plans to be submitted to the Office of Management and Budget (OMB) and OPM by March 13, 2025. Core Principles of Agency Reorganization and RIF Plans

2025年2月26日 · Primer: Early out, buyout, reduction in force (RIF) Deferred and Postponed Annuities Under CSRS and FERS. Taking an Offer to Leave? Things to Do Now, and to Consider

2025年2月14日 · The Office of Personnel Management (OPM) is responsible for issuing guidance for agencies on RIF procedures. Since 2017, OPM’s Workforce Reshaping Operations Handbook has provided detailed...

2025年3月15日 · More than 1,300 positions will be eliminated through the RIF — plus about 600 people took the "Fork" deferred resignation offer or the department's VSIP offer. Affected employees will be placed ...

Phase 5: Implementation & Transition (RIF . Effective Date) • Officially implement RIF separations, reassignments, and downgrades. • Provide final separation notices, benefits counseling, and exit processing. • Update agency workforce data and notify OPM of personnel actions. Phase 6: Post-RIF Support & Monitoring (1-3 . Months After RIF)

Calculate RIF retention scores for federal employees with this easy-to-use OPM-compliant tool. Determine your RIF standing.