Reduction in Force
An agency can implement a Reduction in Force (RIF) for one or more of the following reasons: reorganization, work shortage, loss of funding or outsourcing/privatization. Information to assist agencies in the creation and implementation of a RIF plan can be found here. The RIF Communication Guide provides guidance on developing a communication plan related to a RIF.
RIF Applicant Pool
State government employees separated by a reduction in force (RIF) with grievance rights, may participate in DSHR's RIF Applicant Pool. State agencies are required to submit specific information electronically to DSHR concerning employees separated by a RIF.
The information provided by state agencies becomes DSHR's official RIF Applicant Pool database. Any state agency that posts a vacancy is required to give priority consideration to employees separated by a RIF.
The eligible employee's information will remain in the RIF applicant pool database for 12 months following the effective date of the RIF. State agencies can access the information in the RIF Applicant Pool to identify those applicants to whom they should give priority consideration.
Reduction in Force Sample Documents
- RIF Sample Plan — SCEIS
- RIF Sample Plan — HRIS
- RIF Sample Employee Letter — SCEIS
- RIF Sample Employee Letter — HRIS
- Confirmation of Continuous State Service Letter to Employees
- Retention Points Calculation
To assist agencies in the implementation of a furlough plan the Division of State Human Resources has created a Furlough Information Summary. This summary includes information about voluntary and mandatory furloughs. Additional information can be found in the documents below:
- Mandatory Furlough Points (Non-Higher Education)
- Mandatory Furlough Points (Higher Education Agencies)
- S.C. Code Section 8-11-192 (State Agency Mandatory Furlough)
- S.C. Code Laws Section 8-11-193 (Higher Education Agencies Furlough)
- Appropriation Act (117.32 Voluntary Furlough)
For information concerning the effect of furloughs on employee retirement benefits please refer to the PEBA's Covered Employers Procedure Manual.
Pursuant to Act No. 135 signed by Governor Henry McMaster on May 18, 2020, the South Carolina Department of Administration’s Division of State Human Resources has approved the following mandatory furlough plans:
View the Mandatory Furlough Reporting Spreadsheet. (Last updated Jan. 25, 2021.)
Retirement Incentive Plans (RIP)
To assist agencies in the implementation of a retirement incentive plan the Division of State Human Resources has created a Retirement Incentive Plan Information Summary. Additional documents are provided below to assist in the implementation of a RIP.
- Sample RIP
- Sample RIP Agreement and Release
- RIP Cost Estimate
- RIP Reporting Form
- S.C. Code Section 9-1-1140 (I) and Section 9-11-50 (I)
Voluntary Separation Plans (VSP)
To assist agencies in the implementation of a voluntary separation plan the Division of State Human Resources has created a Voluntary Separation Plan Information Summary.
- Sample VSP
- Sample VSP Agreement and Release
- VSP Cost Estimate
- VSP Reporting Form
- Annual Appropriation Act (117.32 Voluntary Separation Incentive Program)