Half my acquisitions team (newly hired to replace retirees) just laid off, don't know what to do

[NewbieFed]

My acquisitions team was victim to the recent mass firing/layoffs of probationary employees. We had a team of about 8-9 people. 1 was a disabled veteran who took the "buyout" offer, and 4 were new probationary staff who were hired within the last year to replace several acquisitons staff who recently retired over the last 1-2 years. All 4 new staff were laid off, with possibly additional layoffs. Hiring plans to hire some more staff to replace other staff that retired are now canceled indefinitely.

In terms of keeping up with the work, something will have to give in terms of quality. I have heard stories in the current and previous workplaces of people skipping adherence to agency and FAR requirements to "get stuff done" when they were significantly understaffed. Eg. COs and chiefs signing stuff left and right with minimal documentation to pump out orders as quickly as possible to keep up with mission critical requirements.

 

I am wondering how people here dealt with similar situations?

[formerfed]

Unfortunately this situation happens.  The only successful approach I’ve seen involves (1)  bring in experienced staff from other parts of the organization (2) use reemployed annuitants, or (3) use contractors.  Regardless on the chosen method, success hinges on quick and relevant training,  lots of oversight, and quality reviews with instructional rework when proposed actions aren’t proper.  If government staff doesn’t exist, convince management that bringing in contract experts is essential for the short term.  

[policyguy]

Contractor support may not be an option due to lack of funding.

I would suggest a triage approach where most critical/important actions come first and less critical/important actions are delayed.  Actions like closeouts could be delayed whereas funding actions have priority etc.

I would suggest meeting with your clients/requiring activities and get thier priorities and then match that with your remaining staff/resources. 

I would suggest meeting with contractors and communicate to them your limited staff/resources and see what assistance they can provide from thier end.

I would suggest reviewing your activity continuity of operations plan (CONOPS) and treat this situation as similar to an adverse event since your current situation is just that.  The plan may provide you with additional suggestions/steps you can take in the near term and long term. 

Don't be afraid to reach out to colleagues in your organization and outside your organization to get thier input/suggestions.

Be a good idea to review your activity lapse in appropriation plan since the CR expires in less than a month and take into acount what that requires with your reduced staff and plan for that.

I hope this helps.