Agenda - 04-26-1999 - 1 - Laserfiche WebLink

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57 e. Both 3c and 3d above may cause the work for which the position was approved not to be accomplished or to be accomplished at a reduced level. Is f. Avoids the need to systematically analyze the work force to identify whose employment will end if the position is eliminated and any controversy that may be associated with such decision making. g. Eliminates the flexibility to be able to retain the better performing or more senior employee when the position ends if he or she is the one in the time limited position. May result in the situation that a higher performing or more senior employee's employment ends and a less senior or lower performing employee is retained. 4. Reduction in Force Impacts (pros /cons) a. Permits recruitment for a permanent position and best supports recruitment of a well - qualified candidate. b. Does not result in an increase in turnover over that which would be experienced normally. c. Through 4a and 4b above supports accomplishing the work of the position. d. When a position is eliminated, provides the flexibility to: ❑ Systematically consider performance and seniority among employee in the same job classification in the same department in deciding who will be laid off and ❑ Retain the best performing and/or longer service employee. e. May lead to more difficult decision - making when a position ends because of the management judgement required to determine the employee to be laid off. f. Does not automatically fix a date for review of a position although the Board may choose to do so when the position is established. 5. Recommended Strategy It is recommended that the Board use time limited status strategically and target it to specific situations where it may be most useful. In this context, time limited status is most useful in situations where the position has a clear, finite (time limited) and relatively short term (two years or less) purpose such as accomplishing a particular project and the work will end. •