Layoff Essay

INTRODUCTION/OBJECTIVES
This document summarizes the objectives of the layoff, criteria for choosing employees, recommendation of the employees who have been chosen to be laid off and the projected outcomes of laying these individuals off.

The objective of this layoff decision is to reduce costs for the company while maintaining an effective and innovative work force. The remaining employees must be able to maintain the previous level of work that is expected of Walker Space Institute from outside companies.

CRITERIA AND JUSTIFICATION
The criteria used to determine and recommend who should be let go are as follows: 1) the employee is young enough to start over at a new company or is close to retiring, 2) their recent ratings have been average, and 3) they are not trying to stay up to date with current advancements in their field. The recommended employees meet at least two of the three criteria. These criteria were chosen because the individual would be able to find another job or they would be looking to retire soon, so they have the potential to leave the organization. Their work has not been outstanding recently, they should be striving to be at the top of the industry. That being said, one way to stay at the top of the industry is continual
learning. The recommended employees have not shown the initiative to stay up to date with the new advancements in the industry, which does not help Walker Space Institute to be innovate.

RECOMMENDED ACTIONS
The first employee suggested to be let go is Donald Boyer, he is in his early thirties, and there is still plenty of time for him to find a new job with another organization. His recent ratings have been all over the board from average to above average. There is also no mention of him trying to stay up to date with advances in the industry. The second suggested employee is William Foster, who is in his early fifties, at this age, I am assuming that William is considering retirement. Again with this assumption, I imagine that William is not trying as hard as he could be because he is just waiting to retire and may feel he has already put in his time, which could be the reason as to why his ratings for the past five years have been average. My assumption about his age a work ethic lead me to believe that he is not working to stay up to date and there is no mention of him working to stay up to date in his description. The final employee suggested for the layoff is Sherman Soltis, he is in his late thirties, with average ratings and these ratings suggest that he is out of date. Sherman is at an age where he can still find a new job. Based on his ratings he is not trying to be outstanding or trying to continually learn about the advances in the industry. These actions and ratings are not beneficial to the company.

ANTICIPATED OUTCOMES OF DECISION
Two of the employees selected to be laid off are employees who have been employed for more than ten years, assuming that this company pays people who have been around longer than the newer employees, this will be a decent reduction in the amount of money that is needed to pay the employees.
All of the suggested employees have not shown a want to improve their skill set or knowledge by pursuing continuous learning. Because of this, I feel that they are not helping the Institute to be more innovative or cutting edge as the employees who are trying to stay up to date with the industry, or those freshly out of college. These younger and up to date employees will help the Institute stay at the forefront of the
industry.