DAS Staff Reduction Maintaining Leadership Through Change

2 Outline Layoff overview The impact on the workforce and productivity Available resources

3 Management Action Plan Tentatively identifying positions for reduction Developing seniority lists based on layoff service date and service credit points Meeting with the union Finalizing the plan Layoff notices will be delivered to employees

4 Layoff Overview: SEIU Minimum 15 calendar day notice Article 70 provides for four options: 1. Bump lowest seniority in the same class. 2. Bump lowest seniority in the same salary range that employee previously held in regular status. 3. Identify three classifications in priority in lower salary range. Must meet MQ’s and special qualifications of position. 4. Elect to be laid off.

5 Layoff Overview: SEIU (cont.) Selects options, completes PD100 and notifies Employee Services in writing within 7 calendar days. Must meet the MQ’s for classification and special qualifications for the position bumping into. Management and Employee Services will determine if employee is qualified for the position. (To be qualified for the position, employee must have the skills/knowledge to perform the job within 30 calendar days.)

6 Layoff Overview: SEIU (cont.) Criminal background checks (LEDS) will be required for most DAS positions. In addition, certain positions and divisions require an additional background check through CJIS (FBI).

7 Layoff Overview: Unrepresented DAS statewide policy Model policy provides for 3 options: 1. Bump lowest service credit in same classification 2. Bump lowest service credit in a lower classification 3. Elect to be laid off

8 Layoff Overview: Unrepresented (cont.) Selects options, completes PD100 and notifies Employee Services in writing within 5 business days. Must meet the MQ’s and special qualifications for the position they choose to bump. Management and Employee Services will determine if the employee is qualified for the position. (To be qualified, employee must be able to perform duties in 30 calendar days).

9 Layoff Overview: Unrepresented (cont.) Criminal background checks (LEDS) will be required for most DAS positions. In addition, certain positions and divisions require an additional background check through CJIS (FBI).

10 Layoff Overview: Management Services DAS statewide policy: – layoff/removal – restoration Affected positions are identified. Minimum 15 calendar day notice will be given. Agency considers reassigning employee to vacant position if they are qualified.

11 Layoff Overview: Management Services (cont.) Employee should make arrangements to be available for informational interviews. There are no bumping rights. If no vacancies within management service are available and employee has prior classified service, they may be restored.

12 What’s Going On? Experiencing a layoff is consistent with the feelings that accompany a death, divorce or serious illness. Job loss has a profound effect on the emotional well-being of both those that lose their job and those that do not. Those that keep their jobs can suffer their own symptoms; guilt, loss, grief, sadness and fear.

13 What Not To Say When others approach you with their concerns and questions these phrases can increase stress: “Don’t worry, your job is safe” “It will all work out” “There won’t be any more layoffs” “I’m too busy to talk with you” Taking part in speculation or gossip increases stress. Be careful not to advise others about their options.

14 Physical Symptoms Impaired thinking Short-term memory problems Poor attention Forgetfulness Increased heart rate Sleep disruption Headaches Fatigue / Exhaustion Grief / Loss / Isolation

15 Loss of Productivity Reluctance to take on new challenges Fear of proposing changes An all consuming need for information and reassurance Organizational resources being used to find employment Increased absenteeism Increased illness Lowered morale Reduced job satisfaction In search for information staff may look to gossip, rumors and conjecture which increases stress

16 You Can Help Each Other When people are stressed by circumstances beyond their control, they may have a persistent need for more information. When more information is not available, this technique helps them cope. Listening with empathy: 1. Restate2. Empathize 3. Validate 4. Support

17 Minimizing loss of productivity Keep your leadership intact Listen and empathize Answer the questions you can Be careful about minimizing employee concerns

18 Resources Available to All Employee Services can assist with: 1. PD100 preparation 2. Resume and cover letter preparation 3. Informational interviews 4. Managers should be available to conduct informational interviews

19 Support Resources These are difficult times. It is normal to have stress when things are out of your control. Your manager is available for your concerns. Employee Services is available to assist you. EAP is available to help all staff. Stay in communication with your team to the greatest extent possible.