Chapter 3 – Personnel, Training, and Employee Relations

33010.22.2 Policy, Standards, and Guidelines

• General Policy

  • It is the policy of the Department to minimize employee hardship resulting from management-initiated organizational changes by attempting to accommodate such employees via voluntary means prior to involuntary means.

  • A “Notice of Involuntary Transfer” will be issued only after the Department has attempted to place the employee through the Departmental Restriction of Appointments (DROADepartmental Restrictions Of Appointment) process (when practical*). The DROADepartmental Restrictions Of Appointment process is administered by the Office of Workforce Planning (OWP). The employee(s) is informed in writing of his/her surplus status in the Department and the available options are explained. For further information on the DROADepartmental Restrictions Of Appointment process, contact OWP.

  • A department may place its employees on the State Restriction of Appointments (SROAState Restrictions Of Appointment) list and designate them as surplus only when CalHRCalifornia Department of Human Resources (formerly DPA and SPB) has recognized that the department is in a layoff mode. Placement on the SROAState Restrictions Of Appointment list is limited by CalHRCalifornia Department of Human Resources (formerly DPA and SPB) Rule 599.854.1 to those employees who are actually subject to layoff or demotion in lieu of layoff. Employees facing involuntary transfer do not meet the aforementioned criteria and therefore are not eligible for SROAState Restrictions Of Appointment.

    • *In the event of an office closure (e.g., Parole Unit, Office, Facilities), program abolishment, or downsizing, the time involved to offer the DROADepartmental Restrictions Of Appointment process to the affected employees may not be practical. The impending closure of an office, program abolishment, or downsizing may necessitate that the involuntary transfer process be initiated immediately. However, this type of urgent need should be rare. Office closure, program abolishment, or downsizing should be a well-planned management decision which includes the appropriate amount of lead time to effectuate employee placement and give optimum advantage and opportunity to the affected employee(s). A minimum of 90 days advance written notice to OWP will ensure sufficient time for preparation.