Feb. 18, 2025
Dear Faculty and Staff,
I am writing today to provide a brief update on our 2025-2026 budget planning process, which was presented during our last Strategic Planning Resource Committee meeting of the Fall 2024 semester. (See also Budget Planning 2025-2026.) During this meeting, I reviewed benchmarking data at the campus and system levels which informed our cut target of $17M, as well as our Workforce Response Plan and associated timeline.
Our way forward will be hard on many levels. I know our campus community is anxiously awaiting updates, especially when considering what is happening across various º£½ÇÉçÇø campuses. As outlined in the Workforce Response Plan, we will be moving forward with voluntary early exit programs for staff and faculty; however, we must await Chancellor’s Office clearance of our proposed parameters for these programs before we can engage in formal negotiations with union leadership across impacted bargaining units and then implement those programs once that meet-and-confer process is complete. As discussed in the December SRPC meeting, the need for involuntary separations will be mitigated to the greatest extent possible with a strong response to the early exit programs.
We are unable to provide specific dates on the formal introduction of these programs, as good faith bargaining is a deliberative process. However, once negotiations are finalized, we will immediately share the terms of eligibility, financial incentives, and timelines pertaining to these programs. Some may be wondering what they can do now to prepare for their implementation. offers sessions to prepare for retirement so employees can think through the potential of these options.
As I shared with SRPC members and attendees last fall, I have asked my leadership team to work closely with their units to evaluate and assess existing opportunities for improved organizational effectiveness and efficiencies, whether through the Chancellor’s Office , among internal university units and departments, or when looking at positions within their divisions. You may therefore see reassignments occurring within and across departments, in full alignment with all CBA provisions, prior to and during the upcoming bargaining process over the early exit programs.
Once the parameters of the early exit programs are finalized, we will provide timely and relevant updates, and associated timelines moving forward. In the meantime, all materials from SRPC meetings and the Budget Planning 2025-26 website are available for your review. Please contact Human Resources with any questions.
Sincerely,
Richard Yao, Ph.D.
President