Kan. Admin. Regs. § 1-14-8 - Computation of layoff scores
(a) A
layoff score shall be computed by the appointing authority for each employee in
the agency who has permanent status and who either is in a class of positions
identified for lay-of or could be affected by the exercise of bumping
rights.
(b) Layoff scores shall be
computed according to the formula A x L, where A and L have the following
values:
(1) A = the average performance review
rating of the employee, as described in subsection (d); and
(2) L = the length of service, as defined in
K.A.R. 1-246(a), expressed in years, with three months of service equivalent to
.25.
Length of service for a retired employee who has returned to work shall be calculated in accordance with K.A.R. 1-2-46(g). The layoff scores shall be prepared in accordance with a uniform score sheet prescribed by the director.
(c)
Layoff scores computed by the appointing authority shall be made available for
inspection by each employee upon request at the time the agency gives written
notice of a proposed Layoff to the director and the secretary pursuant to
K.A.R.
1-14-7. Upon request of any employee, the
appointing authority shall review the manner in which the employee's score was
calculated. Each dispute as to the proper calculation of a Layoff score of any
employee shall be resolved by the director.
(d) Except as otherwise authorized by this
subsection, the performance review ratings used in computing the layoff score
of an employee shall be the employee's five most recent ratings if the employee
has as many as five ratings. However, a rating resulting from a special
performance review that is given for a rating period ending within 90 calendar
days of any notice of the layoff to the director shall not be counted.
Performance reviews completed for rating periods ending on or after the date
the appointing authority notifies the director in writing that a Layoff is to
occur shall not be considered in computing Layoff scores; however, the
appointing authority may designate a uniform earlier cut off date to identify
which performance review ratings are to be used in computing Layoff scores.
(1) For the purposes of calculating layoff
scores in accordance with the formula established in subsection (b), a rating
of "exceptional" shall have a value of seven, a rating of "exceeds
expectations" shall have a value of five, a rating of "meets expectations"
shall have a value of three, a rating of "needs improvement" shall have a value
of one, and a rating of "unsatisfactory" shall have a value of zero.
(2) If an employee does not have a total of
five performance review ratings for use in computation of a Layoff score, the
Layoff score shall be an average of the ratings that the employee has actually
received.
(3) If an employee has no
performance review ratings that may be used to compute a Layoff score, the
employee shall be deemed to have been given a single performance review rating
of "meets expectations," and the value of that rating shall be used to compute
a layoff score. New hires and rehires employed on a basis other than
reinstatement who are serving a probationary period and employees in training
classes shall be subject to subsections (e), (f), and (g).
(4) If any layoff scores are identical and
some, but not all, of the persons with the same score must be laid of,
preference among these persons shall be given to any veteran, as defined in
K.S.A.
73-201 and amendments thereto, and any
orphan, as defined in this paragraph, in that order. For the purpose of this
regulation, "orphan" shall mean a minor who is the child of a veteran who died
while, and as a result of, serving in the armed forces.
If further ties remain, a method of breaking the ties that is consistent with agency affirmative action goals and timetables for addressing underutilization of persons in protected groups shall be established by the secretary. If further ties remain, preference in retention shall be given to the person with the higher average performance review rating as used in calculating Layoff scores in accordance with subsection (b). If a tie still exists, the next preference shall be given to the person with the greatest length of service, as defined in K.A.R. 1-2-46, within that agency. If a tie still exists, the appointing authority shall determine an equitable tie-breaking system.
(e) New
hires and rehires with probationary status shall not be granted permanent
status on or after the date the appointing authority has notified the director
of a proposed layoff. However, any new hire or rehire with probationary status
in a position for which no employee subject to Layoff meets the required
selection criteria may be given permanent status. New hires and rehires with
probationary status shall have their probationary period extended until it is
certain that no employee with permanent status whose position is to be vacated
by Layoff or who otherwise would be laid of through the exercise of bumping
rights is claiming the position held by the employee with probationary
status.
(f) Each employee serving a
probationary period as a result of one of the following shall be considered to
have permanent status for Layoff purposes:
(1)
Promotion of an employee who has permanent status;
(2) reallocation of a position if the
incumbent has permanent status; or
(3) promotion from a classified position with
at least six months of continuous classified service.
(g) Each employee who is in training status
in a governor's trainee position, or in any identified training position, and
who has at least six months of continuous service shall be considered to have
permanent status for Layoff purposes only.
(h) The Layoff list shall be based on the
order of the lay-of scores. The person with the lowest Layoff score shall be
laid off first. If more than one person is to be laid off, the persons to be
laid off shall be selected on the basis of the lowest layoff scores.
Notes
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