Author: United States. General Accounting Office
Publisher:
ISBN:
Category : Employees
Languages : en
Pages : 116
Book Description
GAO documented an analysis of the savings and costs of reductions-in-force (RIF) at eight agencies and provided a methodology for other agencies to use to compare the potential fiscal impacts of RIF and attrition when there is a need to reduce staff. Included are assessments of the extensiveness of downgrading resulting from RIF and a detailed analysis of the effects of RIF on the employment status of women and minorities. GAO found that each RIF examined had a distinctive pattern of savings and costs, downgrading, and consequences for women and minorities; therefore, each prediction would be specific to the agency considering RIF. When budgetary and indirect costs are considered, many RIF were not cost-effective for the agencies when compared to attrition, and net savings were sometimes small enough to make furloughs a reasonable alternative. There were also some positive effects on the civil service retirement system because of the substantial loss of future paid benefits to separated employees; however, early retirements increased costs initially. GAO found that the cost of downgrading employees was one of the highest costs in all RIF since there was a high incidence of post-RIF promotion; therefore, RIF may lead to substantial disruption to agencies as downgraded employees are promoted and others voluntarily leave. Examinations of RIF separations showed large disparities between women and men and between minorities and nonminorities and was higher than if they had left voluntarily. GAO believes that thoroughly examining the comparable savings and costs for attrition and furloughs prior to RIF would provide a stronger basis for choosing alternatives when staffing or budgetary reductions are required.
Reduction in Force Can Sometimes be More Costly to Agencies Than Attrition and Furlough
Author: United States. General Accounting Office
Publisher:
ISBN:
Category : Employees
Languages : en
Pages : 116
Book Description
GAO documented an analysis of the savings and costs of reductions-in-force (RIF) at eight agencies and provided a methodology for other agencies to use to compare the potential fiscal impacts of RIF and attrition when there is a need to reduce staff. Included are assessments of the extensiveness of downgrading resulting from RIF and a detailed analysis of the effects of RIF on the employment status of women and minorities. GAO found that each RIF examined had a distinctive pattern of savings and costs, downgrading, and consequences for women and minorities; therefore, each prediction would be specific to the agency considering RIF. When budgetary and indirect costs are considered, many RIF were not cost-effective for the agencies when compared to attrition, and net savings were sometimes small enough to make furloughs a reasonable alternative. There were also some positive effects on the civil service retirement system because of the substantial loss of future paid benefits to separated employees; however, early retirements increased costs initially. GAO found that the cost of downgrading employees was one of the highest costs in all RIF since there was a high incidence of post-RIF promotion; therefore, RIF may lead to substantial disruption to agencies as downgraded employees are promoted and others voluntarily leave. Examinations of RIF separations showed large disparities between women and men and between minorities and nonminorities and was higher than if they had left voluntarily. GAO believes that thoroughly examining the comparable savings and costs for attrition and furloughs prior to RIF would provide a stronger basis for choosing alternatives when staffing or budgetary reductions are required.
Publisher:
ISBN:
Category : Employees
Languages : en
Pages : 116
Book Description
GAO documented an analysis of the savings and costs of reductions-in-force (RIF) at eight agencies and provided a methodology for other agencies to use to compare the potential fiscal impacts of RIF and attrition when there is a need to reduce staff. Included are assessments of the extensiveness of downgrading resulting from RIF and a detailed analysis of the effects of RIF on the employment status of women and minorities. GAO found that each RIF examined had a distinctive pattern of savings and costs, downgrading, and consequences for women and minorities; therefore, each prediction would be specific to the agency considering RIF. When budgetary and indirect costs are considered, many RIF were not cost-effective for the agencies when compared to attrition, and net savings were sometimes small enough to make furloughs a reasonable alternative. There were also some positive effects on the civil service retirement system because of the substantial loss of future paid benefits to separated employees; however, early retirements increased costs initially. GAO found that the cost of downgrading employees was one of the highest costs in all RIF since there was a high incidence of post-RIF promotion; therefore, RIF may lead to substantial disruption to agencies as downgraded employees are promoted and others voluntarily leave. Examinations of RIF separations showed large disparities between women and men and between minorities and nonminorities and was higher than if they had left voluntarily. GAO believes that thoroughly examining the comparable savings and costs for attrition and furloughs prior to RIF would provide a stronger basis for choosing alternatives when staffing or budgetary reductions are required.
Reduction in Force Can Sometimes be More Costly to Agencies Than Attrition and Furlough
Author: United States. General Accounting Office
Publisher:
ISBN:
Category :
Languages : en
Pages : 93
Book Description
Publisher:
ISBN:
Category :
Languages : en
Pages : 93
Book Description
Reduction in Force Can Sometimes be More Costly to Agencies Than Attrition and Furlough
Author: United States. General Accounting Office
Publisher:
ISBN:
Category : Employees
Languages : en
Pages : 116
Book Description
GAO documented an analysis of the savings and costs of reductions-in-force (RIF) at eight agencies and provided a methodology for other agencies to use to compare the potential fiscal impacts of RIF and attrition when there is a need to reduce staff. Included are assessments of the extensiveness of downgrading resulting from RIF and a detailed analysis of the effects of RIF on the employment status of women and minorities. GAO found that each RIF examined had a distinctive pattern of savings and costs, downgrading, and consequences for women and minorities; therefore, each prediction would be specific to the agency considering RIF. When budgetary and indirect costs are considered, many RIF were not cost-effective for the agencies when compared to attrition, and net savings were sometimes small enough to make furloughs a reasonable alternative. There were also some positive effects on the civil service retirement system because of the substantial loss of future paid benefits to separated employees; however, early retirements increased costs initially. GAO found that the cost of downgrading employees was one of the highest costs in all RIF since there was a high incidence of post-RIF promotion; therefore, RIF may lead to substantial disruption to agencies as downgraded employees are promoted and others voluntarily leave. Examinations of RIF separations showed large disparities between women and men and between minorities and nonminorities and was higher than if they had left voluntarily. GAO believes that thoroughly examining the comparable savings and costs for attrition and furloughs prior to RIF would provide a stronger basis for choosing alternatives when staffing or budgetary reductions are required.
Publisher:
ISBN:
Category : Employees
Languages : en
Pages : 116
Book Description
GAO documented an analysis of the savings and costs of reductions-in-force (RIF) at eight agencies and provided a methodology for other agencies to use to compare the potential fiscal impacts of RIF and attrition when there is a need to reduce staff. Included are assessments of the extensiveness of downgrading resulting from RIF and a detailed analysis of the effects of RIF on the employment status of women and minorities. GAO found that each RIF examined had a distinctive pattern of savings and costs, downgrading, and consequences for women and minorities; therefore, each prediction would be specific to the agency considering RIF. When budgetary and indirect costs are considered, many RIF were not cost-effective for the agencies when compared to attrition, and net savings were sometimes small enough to make furloughs a reasonable alternative. There were also some positive effects on the civil service retirement system because of the substantial loss of future paid benefits to separated employees; however, early retirements increased costs initially. GAO found that the cost of downgrading employees was one of the highest costs in all RIF since there was a high incidence of post-RIF promotion; therefore, RIF may lead to substantial disruption to agencies as downgraded employees are promoted and others voluntarily leave. Examinations of RIF separations showed large disparities between women and men and between minorities and nonminorities and was higher than if they had left voluntarily. GAO believes that thoroughly examining the comparable savings and costs for attrition and furloughs prior to RIF would provide a stronger basis for choosing alternatives when staffing or budgetary reductions are required.
GAO Documents
Author: United States. General Accounting Office
Publisher:
ISBN:
Category :
Languages : en
Pages : 496
Book Description
Catalog of reports, decisions and opinions, testimonies and speeches.
Publisher:
ISBN:
Category :
Languages : en
Pages : 496
Book Description
Catalog of reports, decisions and opinions, testimonies and speeches.
Hearings on Departmental Reorganization
Author: United States. Congress. House. Committee on Economic and Educational Opportunities
Publisher:
ISBN:
Category : Political Science
Languages : en
Pages : 496
Book Description
Publisher:
ISBN:
Category : Political Science
Languages : en
Pages : 496
Book Description
Child Support Enforcement
Author: United States. General Accounting Office
Publisher:
ISBN:
Category : Child support
Languages : en
Pages : 76
Book Description
Publisher:
ISBN:
Category : Child support
Languages : en
Pages : 76
Book Description
Monthly Catalog of United States Government Publications
Author:
Publisher:
ISBN:
Category : Government publications
Languages : en
Pages : 1492
Book Description
Publisher:
ISBN:
Category : Government publications
Languages : en
Pages : 1492
Book Description
Managing Human Resources
Author: United States. General Accounting Office
Publisher:
ISBN:
Category : Civil service
Languages : en
Pages : 168
Book Description
Publisher:
ISBN:
Category : Civil service
Languages : en
Pages : 168
Book Description
Monthly Catalogue, United States Public Documents
Author:
Publisher:
ISBN:
Category : Government publications
Languages : en
Pages : 980
Book Description
Publisher:
ISBN:
Category : Government publications
Languages : en
Pages : 980
Book Description
Handbook of Public Personnel Administration
Author: Jack Rabin
Publisher: CRC Press
ISBN: 9780824792312
Category : Political Science
Languages : en
Pages : 750
Book Description
Offers in-depth analyses spanning the entire field of public personnel administration--from a history of the American civil service as characterized by competing perspectives to the contemporary application of total quality management by human resources practitioners. Addresses the major laws that regulate worker compensation.
Publisher: CRC Press
ISBN: 9780824792312
Category : Political Science
Languages : en
Pages : 750
Book Description
Offers in-depth analyses spanning the entire field of public personnel administration--from a history of the American civil service as characterized by competing perspectives to the contemporary application of total quality management by human resources practitioners. Addresses the major laws that regulate worker compensation.