However, employees may request that specific classes be removed from their SROA listing, if they do not wish to receive job inquiries for those classes. Every employee on an SROA list is considered surplus for any other classification to which they are eligible to transfer and may compete for positions in those classifications with employees on the SROA lists for those classifications.Д®mployee participation in the SROA program is voluntary, and employees may not place themselves on inactive status once their names are placed active on any SROA listing. SROA eligibility may be extended an additional 120 calendar days with CalHR approval. Employees may also elect to identify their preference for other geographic locations they are willing to be employed.Д®mployees, who are eligible for the SROA Program, will remain on an SROA list for up to 120 calendar days from the date CalHR designates the classification surplus. Employees will be given an opportunity to request to be removed from the SROA Program without prejudice and without affecting their surplus status. DGS will issue each affected employee an SROA letter, which will include classification title, status as SROA and surplus, the reasons for and the dates of the layoffs. Upon the event that an employeeвЂ™s position is designated as surplus, the Department of General Services (DGS) shall brief the employee of their rights and obligations before placing the surplus employee on the SROA hiring certification lists for the employeeвЂ™s current classification and the geographic area where the employee is currently employed. SROA is a common method used when departments are facing staffing reductions. The SROA process is defined as an alternative to layoff that gives the Department of Human Resources (CalHR) the authority to restrict the methods of appointment available to appointing powers in order to give employees impacted by layoffs an opportunity to retain State employment.

If not, the department must hire any eligible SROA/Surplus employees. A department must hire employees on the reemployment list if one exists for a classification.

If, at the end of that time, a layoff occurs, the employee goes on a reemployment list. An employee has 120 days to find a new job once placed onto the SROA or surplus list. The SROA/Surplus process helps prevent layoffs by placing employees onto an SROA/Surplus list when a department is facing layoffs.

What does spb mean