Process and Support for Professional and Scientific (P&S) Non-Organized Employees Whose Positions are Eliminated
During FY03, University Human Resources undertook a project to examine processes and sources of support for Professional and Scientific (P&S) non-organized employees whose positions are eliminated for reasons other than cause. An initial team was assigned to the task; that team forwarded recommendations that subsequently were reviewed by two human resource advisory groups for discussion. The information below is the product of this overall process, with the resulting recommendations incorporating input from the HR Advisory Group and the Senior HR Leadership Council. The recommendations contained in this report apply to P&S non-organized employees in all UI employment statuses (probationary, term, at-will, career) in regular, non-temporary positions, except where noted otherwise.
A Human Resources team met several times over the course of five months in FY03 to examine current process and sources of support. The team was charged with recommending revisions to those processes and sources, and with identifying and recommending additional options for supporting P&S non-organized employees that find themselves in this situation.
The group formulated the following principles as the basis for its work:
- We have a responsibility as an employer to make the process as supportive and humane as possible, providing options and resources.
- Having choices at a time of change, such as notification that your position is being eliminated, gives the employee some sense of control and self-determination.
- The employee whose position has been eliminated benefits from retaining a large degree of responsibility and choice related to securing alternate University employment.
- The University has a responsibility to prepare employees to a reasonable extent, whose positions have been eliminated, for other employment given current budget parameters.
Immediate, Initial Support
Establish the Director, Compensation and Classification, as Case Manager for coordinating the activities and accessing resources related to job separation and regaining employment.
- The Senior Human Resources Leadership Representative for the college of division will request the Reduction in Force (RIF) to University HR for approval. Information regarding initiating a RIF is located on the Employee and Labor Relations’ web site at http://www.uiowa.edu/hr/relations/hrrep/rif_planning.html.
- Once approved by University HR, the Senior Human Resources Leadership Representative and the department will notify the employee of the elimination in writing (sample furlough notification letters can be found at http://www.uiowa.edu/hr/classcomp/furlough/dept.html) and forward a copy of the furlough notification letter of the position being eliminated, for reasons other than cause, to Compensation & Classification.
- Upon receiving a copy of the furlough notification letter notifying the employee of the elimination of his/her position, Compensation & Classification will send a letter to the employee inviting him/her to meet Consuelo Garcia, Job and Compensation Analyst, to discuss the Furlough Program.
Job Search Support
- Compensation & Classification will send letters on behalf of furloughed P&S non-organized employees when the furloughed employee completes the Advisable section during the application process in Jobs@UIOWA.
- Furloughed P&S non-organized employees may also use the University of Iowa Furlough Networking Program to secure Regular, Specified Term or Temporary P&S non-organized positions. Hires to Temporary P&S positions will not impact continued participation in the furlough program.
- The University of Iowa Employment Office has staff available to provide assistance to furloughed employees with interviewing skills, resume development, and other resources, in order to secure another position at the university. For more information regarding this service email firstname.lastname@example.org or visit their web site at www.uiowa.edu/hr/careerdev.
Page last updated October 2011