AR 690-13, Chapter 4, provides the regulatory basis for CIPMS RIF; and reflects Excepted Services RIF policy and procedures in FPM Supplement 351-1, which are applicable government-wide.

This document is an update of CIPMS RIF guidance previously published by the Intelligence Personnel Management Office (IPMO). The following policy issuances and changes, which have occurred since December 1990, are of particular significance:

• DoD Priority Placement Program (PPP): Change 91-1, dated May 91, authorized registration and referral of CIPMS employees to both excepted and competitive service vacancies based upon either personal status or Interchange eligibility. Change 92-1, dated Jul 92, added intelligence-related option codes for more accurate registration of position requirements and employee experience. This change also revised policy for vacancies requiring a security clearance.
• Defense Outplacement Referral System (DORS):   Provides additional voluntary outplacement referral to potential DoD employers, non-DoD Federal agencies, and the private sector.
• Use of a four-year period for crediting the three most recent annual performance ratings for retention purposes in RIF.
• OPM decision that CIPMS employees are not eligible for registration in either the Displaced Employee Program (DEP) or the Interagency Placement Assistance Program (IPAP). This is because CIPMS is a statutory (Title 10) excepted service. DEP and IPAP are available only to current competitive service employees, or those appointed under Title 5 authority.
  
  

CIPMS RIF rules are designed to reduce the number of employees affected by RIF, and minimize adverse impact to mission and budget. This system places greater emphasis on management's role in RIF, to include planning and avoidance efforts, and stresses the need for aggressive outplacement assistance by servicing Civilian Personnel Offices.

This updated RIF guidance defines the various terms associated with RIF, answers the questions you have raise, clarifies areas of concern, and otherwise simply provides the facts. The information is current as of the publication date, but the reader should be mindful of the fact that regulations change.

Prepared by:
HQDA, DCS, G-2, Intelligence Personnel Management Office (DAMI-CP)

TABLE OF CONTENTS

	RIF-GENERAL
	What is RIF and what causes it? Who determines what positions will be abolished in a RIF? Can my supervisor abolish my position because he/she doesn't like me? As a CIPMS employee, do I compete with competitive service employees if there is a RIF at my activity? If I was in the competitive service before I was converted to CIPMS what happens to those years of service if I am subject to RIF? How is CIPMS RIF different form competitive service RIF? What are assignment rights? What are bump and retreat rights? Do CIPMS employees have bump and retreat rights? If not, why not? Is the CPO required to find a position for me if my position is abolished? Is management required to offer vacancies to CIPMS employees affected by RIF? If my CIPMS position is abolished can I be placed in a position in the competitive service? What is the Personnel Interchange Agreement and how can it help me in a RIF? Are CIPMS employees eligible for grade or pay retention if they are placed in lower graded positions as a result of RIF? If my position is abolished and I'm offered a vacancy at a lower grade, what happens to my pay? If my position is abolished why can't I be placed in a position at a higher grade if a I'm qualified?
	COMPETITIVE AREA AND RETENTION STANDING INFORMATION
	What are the factors that determine the outcome of a RIF? How can I be sure that the information used to determine my standing in a RIF is accurate? What is a competitive area? What is a competitive level? How many positions can be assigned to the same competitive level? Can positions in different grades be assigned to the same competitive level? If my position has promotion potential can it be in the same competitive level as another position with no promotion potential? Can positions in different organizations be assigned to the same competitive levels? Can positions paid from different accounts (e.g., P2, P3, P8) be on the same competitive levels? As a veteran do I have preference over all of the non-veterans in my competitive level? What is a retention register? If I was in the competitive service before I was converted to CIPMS, can I be placed on a competitive service retention register? What are the CIPMS tenure groups? Are CIPMS tenure groups for RIF the same as those used in the competitive service? How are employees identified within the tenure groups? What if I don't agree with my standing on a retention register? Can I displace an employee with less service than I have? How do performance ratings effect my standing on the retention register? What happens if I don't have three years of performance ratings? Does a probationary/trial period appraisal count for RIF?
	RIF BENEFITS/ENTITLEMENTS
	What assistance can I expect if my position is abolished in a RIF? If my position is abolished, can I retire? Can I be registered in the DoD Priority Placement Program (PPP)? How does the Priority Placement Program work? Are there other programs for which I am eligible if I am separated in a RIF? If I am offered a position in another geographic location through one of the outplacement programs, will the government pay my moving expenses? What benefits do I qualify for if my position is abolished?
	APPEAL RIGHTS AND QUESTIONS
	What are my options if I wish to contest my RIF action? Where can I go if I have other questions or concerns?