Source: ottawacitizen.com
Public service layoffs are prompting scrutiny of SERLO and how much authority managers have in deciding who keeps their job.
Public Service Confidential is a workplace advice column for federal public servants. The following question has been edited for clarity and length.
Dear Public Service Confidential,
Thank you for taking the time to consider my question.
It is possible that there may be formal workforce adjustment in our future.
The SERLO (Selection of Employees for Retention or Lay-off) process, like many other staffing related processes, is subject to evaluation bias.
Subjective criteria like “personal suitability” can be used to mask favouritism.
Can you please explain who in each department and region ultimately makes the decisions in a SERLO process?
From what I understand, it could be managers and team leaders. If this is the case, it seems that fear of reprisal would be heightened.
Public servants will be less likely to speak up regarding issues of ethics or values if it involves their supervisor or manager in any way, or even if it results in “more work.”
From your experience in or with the public service, how can this best be addressed? Is SERLO the best or only process?
Thank you,
— A concerned public servant
Thank you for your questions. They are very timely.
The announced planned savings by the Liberal government will likely require a reduction of resources and therefore could trigger formal workforce adjustment situations across the public service.
And as you stated in your letter, this will mean many public servants will likely go through what’s called the SERLO process.
In this process, the employer will determine who among several employees will be retained and given one of a limited number of positions.
For several years, the SERLO process has been widely criticized by public sector unions and employees as being biased, unfair and plagued by favouritism.
When “personal suitability” is used as a criterion, the process suffers from a lack of transparency, leaving it open to abuse.
The SERLO process is ultimately under the authority of the Public Service Commission of Canada. It’s a unilateral employer policy that is not part of the workforce adjustment directive negotiated between unions and the federal government.
For years, the Public Service Commission has ignored calls to change the SERLO process to ensure fairness and transparency.
In each individual department and agency, the responsibility to determine which positions are affected by workforce adjustment, lies with the deputy head.
Managers have the responsibility and authority, in consultation with human resources, to determine the merit criteria and assessment methods to be used in the SERLO process. They also evaluate and make decisions on who gets retained and who gets laid off.
Team leaders may be involved with the evaluation of their own team, which again exposes the process to favouritism and bias.
Before engaging in the SERLO process, the employer must establish a voluntary departure program for any workforce adjustment situation involving five or more employees in the same group, level or unit.
If five or more employees in the same work unit are deemed to be affected, the employer must determine if there any volunteers for departure with compensation. It is very important that employees understand this step prior to having to compete for their jobs.
The SERLO process only causes more anxiety and stress to an already extremely stressful situation. It raises concerns of reprisals and the ugly truth of having to compete against a co-worker to keep your job — a job both you and co-workers have already been deemed qualified for.
A seniority-based process would be more transparent and equitable.
During DRAP (deficit reduction action plan), which was introduced by the Conservative government in 2012-14, the SERLO process was widely used to eliminate close to 40,000 jobs and it was a complete disaster.
If the Liberal government is intending on going ahead with the announced cuts, they would be well advised to consider changes to the SERLO process.
Employees in all departments and agencies are worried about their futures; however, the workforce adjustment directive provides them with certain rights and outlines the employers’ obligations.
Remember, if you receive a letter telling you your position is impacted by workforce adjustment, that does not mean you will necessarily lose your job. But you will need to understand what happens next in the process.
Many of the federal public service unions have updated their websites to include the latest information on the SERLO process. The National Joint Council has information available. The Public Service Commission website also includes a managers’ guide that is also helpful for employees.
Unfortunately, workforce adjustment situations will be a reality in the federal public service in the coming months and years, and it will be very stressful.
If you need help, reach out to your union, a co-worker or a friend. Sometimes it helps just to talk it out.