Employee Resources

Layoff Matrix

The University of Northern Colorado established the following layoff matrix in accordance with State Personnel Board Rule 7-16. This matrix shall be effective February 1, 2003 and will be used to process layoffs of classified employees and subsequent retention rights.

The matrix is used only to rank multiple employees within the same three-year time band. Employees in higher three year time bands have rights to positions held by employees in lower three-year time bands in accordance with the layoff rules. All non-veterans in a three-year time band must be displaced before any veterans in the same time band.

As stipulated by Rule 7-16 effective December 31, 1998, the employee’s annual performance ratings for the last three years are assigned a relative value which is then averaged. To accommodate the fact that UNC will experience a transition between performance evaluation documents used during this period, three relative value structures for performance ratings were created. The relative values from each structure will be combined and divided by three to determine the average rating. Upon completion of this transition, the current plan structure will be the only applicable structure.

The University of Northern Colorado matrix will be 100% performance based. The following relative values had been assigned for each annual rating for current and prior performance evaluation systems. Rule 7-16 requires that annual performance ratings below expected levels receive a relative value of 0:

The following relative values have been assigned to the current evaluation system:

Rating Relative Value
Superior Achievement 50
Exceeds Expectations 40
Proficient 30
Needs Improvement 0

The following relative values have been assigned to each annual rating for 2000-2001 evaluation period:

Rating Relative Value
Peak Performance 50
Fully Competent 35
Needs Improvement 0

The following relative values have been assigned to each annual rating for 1999-2000 evaluation period:

Rating Relative Value
Superior Achievement 50
Exceeds Expectations 40
Proficient 30
Needs Improvement 0

Tie Breakers
In the event that there is a tied numeric score after the above factors have been averaged, actual date of hire at UNC will be used as the tie breaker.

This matrix will remain in effect until specifically amended or rescinded.



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Contact: Sue Stone Date Last Updated: May 25, 2006 Affirmative Action/Equal Employment Opportunity/Title IX Policy and Coordinator

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Layoff Matrix