Staff reduction checklist

In hard times of crisis and economic recession the problem of employee discharge becomes critical than ever. Employers and owners whose companies suffer from the crisis are forced to reduce staff and lessen labor costs. The Staff reduction checklist will show you how consistently develop and implement the staff reduction plan.

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1. Considering the reasons for staff reduction plan development

• Consider internal forces (a project has been completed, mandatory budget reductions, etc.) and external factors (recession, war, etc.) for layoffs
• Look for any alternatives to staff reductions (probably, non-staff expenses can be lessened to mitigate the need for layoff; some employees have expressed their interest in reducing workload, etc.)
• Consider whether staff reductions will affect the delivery of services to customers and develop actions to mitigate this impact
• Examine the affected employee appointment types (temporary employees, contract classified, professional staff, etc.)

2. Development of staff reduction plan

• Draw up a list of positions that are due to be eliminated or reduced (pointing at reasons for the reduction)
• Prepare assessment of the work performed by each position in the list
• While creating the list, take into consideration the skills, experience and knowledge of each employee, and then prioritize each work, setting higher and lower priorities
• Develop a post-layoff work allocation plan (it means to identify individual positions and the work that will be appointed to retained employees after the staff reduction is finished)
• Evaluate budgetary impact and check necessity to ...

  You can order complete (full) checklist or all complete (full) checklists in convenient MS Word and PDF printable format. BUY NOW!