A reduction in force memorandum should be addressed to the Vice President, Human Resources, and routed through the office of the appropriate dean or administrator. It should include an explanation of the reduction in force, the evaluative criteria used to force rank employees, the names and titles of those affected, the anticipated date on which the notice of reduction will occur, and the last day worked (termination date). The forced ranking list should be attached and in the format shown in the sample below.

Sample Forced Ranking List

Name	Emplid	Job title	Ethnic Group	Gender	Birth Date	Months of Service
*Smith, John	182737	Research Asst I	White	Male	10/20/48	46 months
Harold, Jane	837467	Research Asst II	Black	Female	02/02/62	31 months
Fang, Lee	220330	Research Asst II	Asian	Male	03/04/56	78 months
Field, Sally	112934	Research Asst II	White	Female	04/15/62	27 months
Furrow, Mike	222111	Research Asst II	White	Male	05/01/53	34 months
Garcia, Mike	342345	Research Asst II	Hispanic	Male	12/25/65	15 months
Kovacs, Ernie1	776543	Research Asst II	White	Male	11/30/60	7 months
*Silvers, Phil	655647	Lab Tech II	White	Male	05/16/39	140 months
*Evans, Bonnie	109111	Staff Asst	White	Female	10/29/63	20 months
*Beeson, Leeanne2	283999	Staff Asst	Black	Female	03/14/65	2 months

NOTE: The evaluative criteria should be applied to all employees equally and non-discriminatively. The forced ranking exercise must be well documented.

*Employees part of Reduction in Force.

¹If an employee is being retained who has less service than another employee within the same job title, the reason(s) for retaining the less senior employee should be documented.

²If a probationary employee is not among the group to be laid off, the reason(s) why this individual will be retained while employees with more service are to be laid off must be documented.

Updated 3/03; 11/07

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