The Official Federal Government RIF Plan Is Here

Keith’s 27 Feb update: Yesterday (Wednesday) OMB released this memo that outlines the guidance for the upcoming RIF and mass employee termination that lies ahead. I posted it on other platforms as soon as I could. News stories about it were all over the Internet. This is an official White House plan. It is the first concrete timeline that NASA employees have with which to plan their lives. Did NASA Headquarters bother to alert their staff about this or post it online? No. Keith’s 26 Feb note: According to Guidance on Agency RIF and Reorganization Plans Requested by Implementing The President’s “Department of Government Efficiency Workforce Optimization Initiative” issued from OPM on 26 Feb 2025:

• Each agency will submit a Phase 1 ARRPs to OMB and OPM for review and approval no later than March 13, 2025. Phase 1 ARRPs shall focus on initial agency cuts and reductions.
• Agencies should then submit a Phase 2 ARRP to OMB and OPM for review and approval no later than April 14, 2025. Phase 2 plans shall outline a positive vision for more productive, efficient agency operations going forward. Phase 2 plans should be planned for implementation by September 30, 2025.

More below.

Step 1: Identification of Competitive Areas and Levels (by March 13, 2025 for Phase 1
ARRPs)

1. Identify competitive areas and levels and determine which positions may be affected. If
   applicable, seek OPM waiver approval to adjust competitive areas within 90 days of the
   RIF effective date.
2. For Phase 1 ARRPs, this step should be completed no later than March 13, 2025.

Step 2: Planning, Preparation & Analysis (up to 30 days)

1. Explore use of VSIP/VERA.
2. Conduct an impact assessment.
3. Review position descriptions for accuracy, validate competitive levels, and verify
   employee retention data (e.g., veteran preference, service computation dates).
4. Develop retention register.
5. Draft RIF notices and seek OPM waiver approval for a 30-day notification period.
6. Develop transition materials.
7. Notify unions (if required).
8. Prepare congressional notification (if required).

Step 3: Formal RIF Notice Period (60 days, shortened to 30 days with an OPM waiver)

1. Issue official RIF notices.
2. Provide employees with appeal rights, career transition assistance, and priority placement
   options.
3. Execute any required congressional notification and notice to the Department of Labor,
   state, and local officials, if applicable.

Step 4: RIF Implementation & Separation (Final Step)

1. Officially implement separations, reassignments, or downgrades.
2. Provide final benefits counseling, exit processing, and documentation.
3. Update HR systems and notify OPM of personnel actions.