To tackle the sudden and severe cuts to our operating fund, our approach was to spread the effort broadly – to protect our core academic and research missions, and to minimize job losses as much as possible.
Our cost-reduction plan includes:
- a one-year salary freeze taken by most, but not all, of our employee groups, effective on May 1, 2013;
- 3 per cent salary reductions and a salary freeze for senior administrators;
- 7 to 9 per cent reduction in the operating budgets of all Vice-Principals, as well as the Provost’s and the Principal’s offices;
- 5 to 7 per cent reduction in the operating budgets of all administrative units;
- 3 to 5 per cent reduction in the operating budgets of all Faculties;
- a hiring freeze, effective as of April 2, 2013 until further notice;
- numerous non-salary cost-saving measures; and,
- the Voluntary Retirement Program (VRP).
Combined, these measures bring us to 95 per cent of our cost-reduction target.
To close the remaining gap, Vice-Principals and Deans have devised additional plans for permanent savings in their operating budgets. They will implement these plans by the end of this calendar year or, in some cases, this fiscal year (FY2014). These plans will entail the further abolition of some positions, but these reductions can be achieved mainly through attrition, the non-renewal of term contracts, workforce efficiencies, and reorganisations resulting in strategically targeted position abolitions.
If you would like information about measures in your unit, you are encouraged to speak with your supervisors.
Support tools for staff: managing change
Organizational Development (OD) can help managers:
- Manage change in their units
- Re-organize their units’ work processes and priorities.
OD also offers tools and workshops to help all staff manage change in their own roles. We ask managers to encourage their staff to use these resources as they can be a great help for team members adjusting to a changing workplace: