Non-Union Related Actions

Eight non-union staff members are no longer with the University.

Title/salary adjustments were implemented for certain positions (e.g., executive director to director; director to manager) to better reflect responsibilities, ensure appropriate compensation, promote operational efficiency, and align with the University’s fiscal goals.

Position selection was based on ongoing reviews across campus, aimed at assessing positions, identifying areas of redundancy, and maximizing efficiencies.

Five vacant positions have been eliminated, and another two will be eliminated following retirements.

As part of its budget balancing efforts, the University has engaged several external consultants to review operations and help identify efficiencies, as they provide an objective perspective. This is a common practice in the higher education sector, as well as others. However, all decisions were made by University administrators with a focus on aligning with the institution's core mission, strategic priorities, and long-term viability. 

Reorganizations were necessary to address redundancies, adapt to changing operational needs, and enhance efficiencies. These changes were made with a focus on maintaining the quality of services and prioritizing students.

Leaders will work closely with team members to set clear expectations and address any workload concerns.  It is expected that assigned duties will remain within a reasonable range of variance and would not necessitate a job evaluation (i.e. not meet the definition of significant change).

Given the University’s current financial challenges, no salary increases will be offered at this time; a full review of the Management and Professional (M&P) compensation framework is underway.

All non-union staff have been officially notified that their salaries have been frozen. 

No. Non-union staff salaries are frozen for 2025-26.

The M&P salary progression steps will continue for now.

While this phase of changes did not affect all non-union employees, further reviews and adjustments may occur as part of the University’s broader efforts to achieve financial sustainability.

With salaries and benefits comprising 78% of our operating budget and a projected $30 million shortfall for fiscal 2025-26, achieving financial sustainability inevitably affects employees. 

Actions taken on Nov. 26 represents approximately 10% of the cost-saving measures needed to address the projected $30 million deficit. Additional changes will be required as the University continues its efforts to ensure long-term financial sustainability.

The University is reviewing all aspects of operations and will continue to focus on identifying efficiencies and aligning resources with strategic priorities. Updates will be communicated transparently as decisions are made.