The following strategies comprise a comprehensive, iterative approach for managing the workforce reduction process in the most transparent, orderly, and least harmful manner possible.
Position Management
Position management practices at 91视频 are evolving to ensure greater consistency and alignment with institutional priorities. In the past, divisions have utilized salary savings from unfilled positions to address a variety of needs, such as hiring temporary employees or funding stipends and consultants. Moving forward, position management will be more centralized to ensure strategic allocation of resources. Vacancies in staff and MPP positions will undergo a thorough review process, with Vice Presidents submitting requests to fill positions based on demonstrated essential needs that align with the core functions of their divisions. This revised approach, outlined further in the Hiring Freeze section, reflects a commitment to optimizing resource use and will require adjustments in practices, particularly in areas that have relied on salary savings to achieve program goals.
Hiring Freeze
A hiring freeze for administrators and staff will be implemented effective January 1, 2025. The goal is to ensure that only critical roles vital to day-to-day operations and core to 91视频's mission are funded and filled.
In March 2024, all CSU campuses were directed to curtail hiring, with guidance to fill only mission-critical positions that are vital to day-to-day operations and central to the CSU mission. At 91视频, due to the financial impact of the enrollment crisis, a hiring 鈥渃hill鈥 that allowed for some flexibility in filling key roles had already been initiated as of January 2023. The hiring chill period revealed that some units struggled to consistently apply criteria for what constituted a mission-critical role. As a result, some non-essential positions were filled.
The 2025 hiring freeze will impose more stringent criteria to ensure the alignment of hiring decisions with 91视频鈥檚 operational and strategic priorities. A centralized funding approach will provide consistent and transparent management of resources. The process:
- All vacant non-faculty* positions, salary savings, and pooled funds will be moved to a central pool rather than to remaining in their respective divisions. As other positions become vacant or salary savings occur, they too will be moved to this central pool.
- Existing positions, temporary assignments, and stipends that are not budgeted will be funded by this central pool as already approved with existing end dates.
- Future positions, pay increases, reclassifications, temporary assignments, and stipends will be reviewed and funded by the central pool, if approved. Funding can be temporary (with an end date) or permanent depending on the nature of the change and as determined during the review/approval process.
*Vacated instructional faculty positions (i.e., tenure-track, non-tenure-track, and librarians) will continue to be centrally managed by the Division of Academic Affairs.
Human Resources will provide support in evaluating vacant positions, resource requirements, and risk management needs associated with this centralized approach. Please submit the Human Resources Workforce Analysis Form to request an analysis of positions and workflow.
In summary, to manage personnel expenses, a campus-wide hiring freeze will replace the current hiring chill. This framework will provide a mechanism to centralize funding and evaluate vacant positions to ensure only mission-critical roles are funded and filled. For additional information on the transition from hiring chill to hiring freeze and the new process for requesting staffing via the workforce analysis process, please read this announcement.
Early Retirement Incentive for Stateside Faculty
Faculty meeting eligibility criteria may participate in this program. Implementation of this program is subject to the collective bargaining processes.
Early Exit Incentive for Stateside Employees (Non-faculty)
This program offers eligible employees the opportunity to voluntarily separate from 91视频 employment with a financial incentive. Implementation of this program is subject to the collective bargaining processes.
Staffing Adjustments
A continuous analysis of unrepresented positions will be conducted throughout this process, with the goal of identifying opportunities for improved efficiency and efficacy. Involuntary reduction in employee positions will be less likely if the workforce response strategies described above and other cost mitigation strategies get us close to $17M in permanent reductions.