Unlike Wave 1 Layoffs, in which almost all CDCR employees with less than 10 years’ experience received SROA letters, Wave 2 will be much more targeted, specific to classifications.
Also unlike the previous wave, Wave 2 actually will consist of two layoff plans. The first one will affect peace officer employees, generally with less than 15 years’ seniority, but that number will depend upon the classification.
The second plan, covering non-peace officer staff, will target specific classifications.
Last week, the Human Resources unit offered several hour-long meetings to explain Wave 2 and to answer employee questions.
Employees were told that the best starting point for information is the Layoff Resources page, https://www.cdcr.ca.gov/layoffresources/index.html. On that page, the Resource Planning and Reduction Section (RPRS) has posted a list that includes the number of reductions by classification planned at each institution. At this time, however, the listing is not all-inclusive. As new classification impacts are identified, they will be included on the Layoff Resources Page.
The list, https://www.cdcr.ca.gov/layoffresources/docs/Over-Under-Report.pdf, includes vacancies by classification at each institution or location and the number of staff members impacted if the numbers didn’t change.
In an effort to change those numbers, mitigating the effect of the Wave 2 Layoffs, a Voluntary Transfer Process (VTP) – also known as the Statewide Bid Process – is planned for both peace officer and non-peace officer staff. For peace officer staff, the VTP will overlap with the layoff process, while for non-peace officer staff, the VTP will occur before the layoff process begins.
Simply put, the VTP will allow an employee to bid on a vacant position in his or her classification. Transfers will be awarded based on seniority.
The RPRS staff noted that an employee is not at a disadvantage in the layoff process for not having participated in the VTP.
They also gave some helpful hints when deciding whether to participate in the Voluntary Transfer Process and filling out the forms.
- Don’t make any choice that you can’t live with.
- Don’t make any decision based on what others say they might do.
- If you have a question, call the RPRS Hotline at (877) 297-5599.
The RPRS staff said the tools to aid VTP decision-making are available – the number and location of vacancies and of planned reductions on the “Over/Under Report,” and seniority scores are posted on the Layoff Resources webpage, with additional reports added as information becomes known. Also on that page is a video explaining the Voluntary Transfer Process.
“Do a little homework,” said Margie McCune, Staff Services Manager III in RPRS, “and if you still have questions, call us.”
The RPRS staff also offered several caveats associated with the Voluntary Transfer Process.
- The competition for positions is statewide.
- Once awarded, a transfer is non-revocable.
- A transfer through the VTP does not mean an employee won’t be subject to layoff.
CDCR employees should familiarize themselves with the Voluntary Transfer Process and the Layoff or SROA process because additional waves are planned – a total of eight through 2015.