WWU is addressing a structural budget deficit of approximately $18 million to maintain financial stability and continue fulfilling our educational mission, which requires cost reductions, consolidating administrative and academic functions, and eliminating staff positions, both vacant and filled. Throughout this process, our focus remains on preserving the core academic mission.

Decisions were guided by our core priorities: preserving academic programs, enhancing enrollment and retention, and creating new pathways for Washington students to attend WWU. We prioritized strategic, data-informed reductions, focusing first on vacant positions, eliminating redundancies, and consolidating administrative functions before reducing filled positions. The Provost and Vice Presidents were charged with identifying positions for elimination that required final Presidential approval.

Seventy-four staff positions, mostly in administrative and support units, are being eliminated. A little less than half of these positions (36 of 74) are vacant. HR is notifying those employees occupying the positions identified for reduction, along with their supervisors and labor representatives, as required.

• University Relations and Marketing (URM) has been dissolved.
• Marketing & Communications functions previously within URM have been integrated under University Advancement.
• Campus communicators from the College of Science and Engineering, College of the Environment, the Graduate School and University Advancement have been centralized within University Communications
• Admissions and Advancement marketing are now under University Marketing & Brand Strategy
• Enrollment Management, Academic Advising, and Outreach & Continuing Education (OCE) have been restructured and consolidated.
• IT services have been centralized to reduce redundancies across campus.

• WWU Administration
• Academic Affairs
• Student Affairs
• Business and Financial Affairs
  • Information Technology Services
• University Advancement

No, reducing your work hours is not an option to avoid a layoff. Layoffs are based on budgetary needs and restructuring decisions, and reducing hours does not guarantee job security.

Employees in positions identified for layoff have been notified directly by Human Resources along with their supervisors. This process follows all collective bargaining agreements and established policies.

HR is now in the process of notifying employees occupying the positions identified for reduction and who will be immediately impacted by these changes. Along with the supervisors, the employees’ labor representatives will be notified at the same time, per collective bargaining agreements.

Notice will follow all collective bargaining agreements and the professional staff handbook. Information on bumping rights, if applicable, will be explained at the time the notice is given to the employee.

Bumping rights refer to the ability of a more senior employee to displace (or "bump") a less senior employee in the event of a layoff. This is applicable for WWU employees who are members of unions. If an employee with an equal job title and classification with more tenure is facing a layoff, they may have the right to take over the position of a less senior employee, who would then be laid off instead. More information on this will be provided by HR to affected employees and their supervisors.

No. Employees must have permanent status to be given options and to be placed on a layoff list. (See  WAC 357-46-055, 357-46-070, and 357-46-080)

For higher education employees, the seniority date is determined as follows:

1. In accordance with the employer's layoff procedure. The employer's layoff procedure must specify a uniform method for determining the seniority date for employees of the higher education institution or related board who are covered by the civil service rules.
2. Employees on military leave as provided in WAC 357-31-370 must not have their seniority date adjusted for the time spent on military leave without pay.
3. Employees on leave without pay as authorized by a proclamation issued by the governor directly related to health and safety must not have their seniority date adjusted for the time spent on leave without pay.
4. Employees on an approved leave of absence in accordance with WAC 357-31-374 must not have their seniority date adjusted for time spent on the leave of absence.

We are working closely with labor partners to identify potential reassignment opportunities for eligible employees. Some staff may be eligible for bumping rights under collective bargaining agreements, allowing them to transition into other roles based on seniority and qualifications.

WWU continues to assess staffing needs carefully. While reductions are being made, some critical positions may still be filled. Hiring decisions will be based on strategic priorities and budget considerations.

At this time, we are still working to identify reductions for the remaining $5 million gap. While we are making significant reductions now, our financial position will continue to evolve based on state funding and enrollment trends. More changes may be necessary, and we will provide updates as soon as decisions are made.

At this time, no furloughs are planned.

A layoff is a permanent or long-term separation from employment due to reasons such as restructuring, budget cuts, or downsizing. It typically means the position is eliminated or the employee is let go without an expectation of returning.

A furlough, on the other hand, is temporary unpaid leave or a reduction in work hours, often used by employers to manage costs while keeping employees on staff. The position remains, and employees are expected to return to work once the furlough period ends.

Managers or department heads may contact HR to request access to the contents of a former employee's email or OneDrive. HR and IT will review each request and will provide an appropriate response on a case-by-case basis. If a former employee was the "owner" of a Team, SharePoint site, or other shared resource, please contact the ATUS Help Desk to request a change of ownership.

WWU is committed to supporting employees through this transition. Available resources include:

• The Washington State Employee Assistance Program (EAP), which provides confidential support for employees navigating job transitions, stress, and uncertainty.
• HR consultation services to help employees understand their rights and options.
• Career counseling and job placement assistance, where applicable.