• Consideration of WARN Act notification requirements, if applicable.

Review and Approval:

• The RIF plan is submitted through the appropriate administrative channels (e.g., to the relevant Vice President or Provost).
• HR and the Office of General Counsel must review and approve, in writing, the RIF plan for compliance with KSU policy and legal requirements.
• The President provides final written approval for the RIF plan, contingent upon Board of Regents approval for any include position elimination as stipulated in this policy. The comprehensive RIF plan, including the specific positions recommended for elimination, will then be submitted to the Board of Regents for its approval of such eliminations.

Documentation:

All aspects of RIF planning, decision-making, and implementation process must be thoroughly documented and maintained by HR and the affected unit.

Criteria for Identifying Positions and Employees for a RIF

Position-Focused Analysis First:

The primary focus will be on identifying positions for elimination or modification based on KSU's needs and the reasons for the RIF.

Criteria for Employee Selection:

When more employees occupy similar position than are needed after the RIF, or when specific skills within a job classification must be retained, decisions about which employees will be laid off from the affected positions will be based on a careful and consistent application of objective, job-related criteria. These criteria, which must be documented in the RIF plan, may include, in no particular order of priority unless specified in the RIF plan:

• Skills, Qualification, and Competencies. The specific documented skills, knowledge, qualifications, certifications, licenses, and competencies required for the remaining work and future needs of the unit/department and KSU.
• Documented Performance. The employee's documented history of performance in their current or similar roles, as reflected in official KSU performance evaluations.
• University Service Date. May be used as a determining factor when all other criteria are deemed relatively equal among affected employees.
• Disciplinary Record. Consideration of an employee's active disciplinary record, if relevant to job performance or suitability for remaining positions.