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 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.

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.

Regulations for assigning retention credit in a reduction in force (RIF) were effective on December 24, 1997. The December 1997 issue of Workforce Performance sketched on overview of assigning retention service credit.

U.S. Office of Personnel Management Workforce Policy and Innovation. March 2025. Overview of Reduction in Force (RIF) When an agency must abolish positions due to reorganization, shortage of funds, or lack of work , the RIF regulations establish procedures for determining how employees are released and whether an

Jan 24, 2025 · OPM’s initial guidance required agencies to submit written plans no later than January 31, 2025, for executing a reduction-in-force (RIF) action regarding the employees who work in a DEIA office.

• 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 •