Frequently Asked Questions

I.   RIF-GENERAL

1. Q. What is RIF and what causes it?
   A. RIF is the release of an employee from a competitive level by:   Furlough for more than 30 days, separation, demotion, or reassignment. RIF is caused by: Lack of work, shortage of funds, reduction of civilian manpower spaces, reorganization, or in some cases, by exercise of reemployment or restoration rights.
   
   
2. Q. Who determines what positions will be abolished in a RIF?
   A. Management is responsible for accomplishing agency objectives by effectively planning work and organizing the workforce within available resources. When resources are reduced (through lack of work, shortage of funds, reduction of manpower authorizations, etc.) and RIF becomes necessary, management identifies the functions, areas or specific positions to be eliminated. Management decisions are made following agency guidelines, and are subject to agency review.
   
   
3. Q. Can my supervisor abolish my position because he/she doesn't like me?
   A. No. Abolishment of positions, and subsequent RIF actions are a result of the causes listed in the answer to question 1 above.
   
   
4. Q. As a CIPMS employee, do I compete with competitive service employees if there is a RIF at my activity?
   A. CIPMS and competitive service employees may be in the same competitive area, but they are in separate competitive levels and cannot displace each other in a RIF.
   
   
5. Q. 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?
   A. Your years of competitive service are given full credit in determining your retention standing for CIPMS RIF. As stated in question 4 above, however, you cannot displace a competitive service employee with lower retention standing in the event of RIF. You will "compete" only with other CIPMS employees assigned to your particular competitive level.
   
   
6. Q. How is CIPMS RIF different from competitive service RIF?
   A. CIPMS RIF procedures parallel competitive service processes in the designation of competitive areas; development of separate retention registers for each competitive level; and determination of retention standing based upon tenure group, veteran preference, and years of service as augmented by performance. CIPMS RIF differs, however, in two significant areas: CIPMS employees do not have bump and retreat rights (see question 8 below); and CIPMS employees are assigned to tenure groups according to excepted service definitions (see questions 29-31 below).
   
   
7. Q. What are assignment rights?
   A. In the competitive service, employees subject to RIF are granted "assignment rights" to positions for which they are qualified. This means that an employee who must be released from his/her competitive level in a RIF has the right to displace an employee in another competitive level who has lower retention standing. These rights are exercised through the process of "bump or retreat".
   
   
8. Q. What are bump and retreat rights?
   A. Bumping and retreating are methods by which competitive service employees' assignment rights to positions for which they are qualified may be satisfied. Bumping is the employee's right of assignment to a position occupied by another employee in a lower tenure group, or lower tenure subgroup within the same tenure group in another competitive level in the same competitive area. Retreating is the employee's right of assignment to a position formerly held, or essentially identical to one previously held, when the position is occupied by a lower-standing employee in the same tenure subgroup, and is in another competitive level in the same competitive area.
   
   
9. Q. Do CIPMS employees have bump and retreat rights? If not, why not?
   A. No, CIPMS employees do not have bump and retreat rights. CIPMS adopted Office of Personnel Management (OPM) excepted service RIF rules, which did not automatically grant assignment rights to employees affected by RIF. During Fiscal Year 90, the Deputy Chief of Staff (DCS, G-2), Intelligence Personnel Management Office (IPMO) conducted a study of selected CIPMS organizations to determine whether or not a system of RIF assignment rights should be developed for CIPMS. Study results confirmed that existing rules (no bump or retreat) should be retained because this type of RIF procedure actually reduces overall adverse impact to mission, budget, and personnel.
   
   
10. Q. Is the CPO required to find a position for me if my position is abolished?
    A. There is no guarantee of placement in the event an employee's position is abolished as a result of RIF. The Civilian Personnel Office (CPO) is, however, available to respond to questions or concerns of affected employees; and will provide maximum effort to help separated employees find continuing employment elsewhere. The CPO will register eligible employees in appropriate outplacement programs, provide career counseling, job search counseling, or assistance with Standard Form 171 preparation.
    
    
11. Q. Is management required to offer vacancies to CIPMS employees affected by RIF?
    A. There is no requirement to fill vacancies in a RIF; but management may choose to do so. In the event vacancies are made available for placement of affected employees, competitive service or excepted service vacancies may be offered to eligible CIPMS employees. See question 12 below, and check with your CPO for additional information.
    
    
12. Q. If my CIPMS position is abolished can I be placed in a position in the competitive service?
    A. You cannot displace a competitive service employee, but you may be considered for placement in a competitive service vacancy at your current or lower grade if management chooses to offer vacancies and: You have personal competitive status (from previous work in the competitive service); or you have eligibility under the Personnel Interchange Agreement. In either case, you must be qualified for the position. Your CPO can provide additional information.
    
    
13. Q. What is the Personnel Interchange Agreement and how can it help me in a RIF?
    A. The Personnel Interchange Agreement (also known as the Portability or Transferability Agreement) is an agreement between the Department of Defense and the Office of Personnel Management which, under certain prescribed conditions, allows the "transfer" of CIPMS employees to positions in the competitive service. This agreement is not a priority placement program. It normally provides a means through which eligible CIPMS employees may apply for competitive service positions and be considered in the same manner as competitive service employees. Eligible CIPMS employees may be placed in competitive service vacancies in lieu of RIF if management chooses to offer vacancies. CIPMS employees who have been separated by RIF are eligible for transfer consideration for a period of one year following the separation. CIPMS employees are eligible for consideration under this agreement if they have served at least one year under a CIPMS appointment in a permanent position. For further information you may check with your CPO, or refer to Federal Personnel Manual (FPM) Chapter 315, Subchapter 6.
    
    
14. Q. Are CIPMS employees eligible for grade or pay retention if they are placed in lower graded positions as a result of RIF?
    A. CIPMS employees placed in lower graded vacancies as a result of RIF have the same eligibility for grade and pay retention, as do employees in the competitive service. CIPMS employees offered lower graded vacancies are eligible for retained grade if they have served for at least 52 consecutive weeks in grade(s) higher than the position offered. CIPMS employees not eligible for grade retention will receive pay retention as appropriate (see question 15). Additional information is available from your CPO.
    
    
15. Q. If my position is abolished and I'm offered a vacancy at a lower grade, what happens to my pay?
    A. If you are placed in a lower graded vacancy as a result of RIF and you are ineligible for grade retention, your salary will be set at the appropriate step of the new grade if your rate of basic pay falls within the pay range of the new position. If your salary exceeds the highest step of the new grade, you will retain either your current rate of basic pay or 150% of the maximum rate of basic pay of the new grade, whichever is less. Pay retention eligibility is the same for CIPMS employees as for employees in the competitive service. Additional information is available from your CPO.
    
    
16. Q. If my position is abolished why can't I be placed in a position at a higher grade if I'm qualified?
    A. RIF procedures were designed to maintain employment when possible at the employee's current, or if necessary, lower grade level. Employees seeking higher grades may apply for appropriate positions at any time under normal merit promotion procedures.