In my head, it’s going to be like a big worksheet.
PART 1 - WHO?
Ratings are a part of it. A 3 of 5 might keep you employed, so long as there aren’t any layoffs, but if there are no 1’s or 2’s then that means the 3’s are first. Quota attainment will bear direct weight for incentive-based roles.
Job code. Individual RIF or entire team RIF.
TOTAL cost to sever. Current salary, banked PTO and current-year PTO on the books, RETIREMENT ELIGIBILITY, your particular state’s WARN notice period (standard 60 day federal guideline, or enhanced state overlay like NJ’s 90 days).
Tally up numbers to count Over 40’s, ethnicity breakdown, etc. for cross-section.
PART 2 - PETITIONING
Who has signed severance, who has declined. You have a period in which you can revoke your signature, after which, it becomes irrevocable. Those who have not signed their rights away - will they be offered a better deal?
I’m not a coder, but can someone confirm if there was what appeared to be the possibility to override each reference value. If so, why and when would this be used?