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and the permanent emp!oyee, otherwise scheduled for separation, has the requisite knowledges, skills, and abilities for the ~osition in question and is agreeabl~ to reassignment. 2) Separation of non-permanent employees shall be made in the following order: a) Emergency, Intermittent and Temporary Employees For this purpose, the three categorIes will be treated as one group. b) Provisional, Probationary and Trainee Employees For this purpose, the three categories will be treated as one group. Non-permanent employees shall be given written notice of separation as soon as possible in advance of the scheduled separation. 3) Separation of permanent employees from positions in the affected classifications shall be made upon system- atlc consideration of length of service, need for the employee's service, and relative efficiency. 4) For purposes of this policy, service standinq shall be determined by the years of continuous service to the county. 5) For purposes of this policy, relative efficiency shall be determined from the review and comparison of written performance evaluation ratings on record the date the positions to be abolished. 6) As a general rule, separation of permanent employees shall' be based 'equally ~n lenqth df 'Servi~e, need for employe'e's 'service, and relative efficiency. However, no permanent employee shall be separated before the separation of any person in the affected classification who had been given prior final written notice of dis- missal for reasons of unacceptable performance of duty or personal conduct. (c) Notice Requirements After the necessary separation decisions are made through application of the above criteria, the Department Head shall: 1) Give formal written notice to all permanent employees scheduled for separation. This shall include infor- mation on their priority placement status. The notice shall be given as soon as possible. The appropriate Supervisor(s) shall review with the