Detailed look into the RIF procedure.
Here's a break down of the most important parts.
Tenure I, II, And III are calculated first.
Tenure I is the safest. (The majority of people.are likely in this one. So it's not completely safe)
Tenure II is probationaries (regardless of years in service) and career conditional.
Tenure III is seasonal and other temp positions.
Tenure I with veterans disability is the safest. Disabled veterans, you're not getting fired. Pretty much the same with just veteran. Then they calculate time in service with years added for performance Evals. If you get 4, or 5 on the eval its more years then a 3. Significantly more. (I'm annoyed by this one because I know some managers hand out 5s like candy when it's not deserved or earned.)
Most Tenure II AND III Will be let go before they even look at Tenure 1. Tenure 1 can also displace the lower tenures and the lower tenures would be RIFd. This can happen if certain positions aren't part of the RIF and RIFd Tenure I employee is qualified for the Lower tenures job.
Examples: Tenure II veteran will be released before anyone in tenure I.
Tenure II job XYZ employee wasnt part of RIF. Tenure I employee got RIFd but qualifies for XYZ job. Tenure II is displaced for Tenure I.
Tenure I 15 years of service with there evals that are 4, 4, 5. Tenure I Employee 15 years of service with evals of 3, 4, 3. The first one is in front of the second.
*I read you gain 4 years for each point over 3. So if you get 5 on your evals you gain 8 years over someone who got 3.
It gets even more complicated then that because you can have multiple displacements based on the first 1 as people down the line kick the other out.
Read the article. It's fantastic.