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56 <br />Appendix 2 <br />Use of Time Limited Status <br />As Compared to Reduction in Force <br />For the Board's information as it considers whether to designate a position as time <br />limited, outlined below is a comparison of the relative impacts (pros /cons) of time limited <br />status as compared to using reduction in force when a position ends. <br />1. Time Limited Status — Description <br />When the position is established, the Board designates it as time limited and sets an <br />ending date. During the recruitment and selection process, Personnel communicates <br />the time limited status to candidates and the final candidate selected. Absent a Board <br />decision to extend the position's time limit or to convert the position to permanent <br />status, the position ends on the designated ending date and employment of the <br />employee in the position is terminated. <br />2. Reduction In Force — Description <br />In the event a reduction in force becomes necessary (such as might result through a <br />position's funding end, elimination of the function/program or other reason) and the <br />employee is not appointed on a time limited basis, consideration is given to the <br />employee's past work performance, service and seniority in determining the <br />employees to be retained. In identifying the employee to be laid off such factors <br />would be looked at systematically among employees in the same department in the <br />same job classification. The employee to be laid off would be provided advance <br />notice of layoff. <br />3. Time Limited Status Impacts (Pros /Cons) <br />a. Clearly communicates "up front" to the employee who accepts the position that <br />the position has an ending date and, absent a Board decision to contrary, his or her <br />employment will end on that date. <br />b. Fixes a set date for review of the position and unless that review results in a <br />different decision, ends the position. <br />c. Impacts greatly on the number and quality of candidates applying for the position. <br />In this employment market, most candidates already have other jobs. Increases <br />recruitment time and costs in efforts to identify qualified candidates. As turnover <br />occurs in the position and it becomes closer to the established ending date, these <br />effects are increased such as in the remaining six to nine months of a two year <br />time limited position. <br />d. Leads to increased turnover in the position as the ending date comes closer and <br />the employee seeks to obtain continuing employment. <br />