This policy addresses the terms and conditions which will govern the freezing of salaries, on a temporary basis, for non-union employees.

Policy Statement

This policy is designed to freeze all open positions (faculty and non-faculty) effective March 30, 2020, unless approved by the EVPFA and the President. This hiring freeze will remain in effect until lifted by the EVPFA and the President.

Reason for Policy

This policy has been instituted in response to the financial stress the Covid-19 pandemic has placed on the University. The protocol for examining whether a position is critical or essential is outlined by the guidelines below.

Who Is Governed by this Policy

Faculty and Staff

Policy

Effective March 30, 2020 all open positions (faculty and non-faculty) are frozen unless approved by the EVPFA and the President.

  1. A current list of all budgeted positions has been compiled and will be maintained by Human Resources and the Budget Office with input from the Office of the Provost and HRPs, including where each position is in the process (i.e. on hold, approved and searching, offer made, offer accepted, person started).
  2. Those who take on additional responsibilities at this time will receive no additional compensation, but may/will likely receive further professional development and coaching/mentoring.
  3. No promotions, equity or compression adjustments will be considered until we have Day 21 fall enrollment numbers (or a very close estimate) and then we can re-consider.
  4. EL will review all requests outside this policy and the EVPFA and President will approve any exceptions.

Protocol for Hiring Freeze:

Criteria for examining positions that seem like critical or essential positions:

  • Is this role a revenue generating position?
  • Is this position essential to furthering critical student focused initiatives that must be implemented?
  • Does this position require a very specialized area of knowledge that only certain workers can do?
  • Can someone(s) more junior take on the duties or project(s) and be stretched to perform with additional training and development?
  • Can we postpone hiring for some number of months? What is our contingency plan?
  • Can this work be accomplished with an end date?
  • Will this hire somehow help us reduce expenses or directly improve efficiencies—measurably?
  • Is there a “ready-now” internal candidate(s) such that organizational moves net “no new add”?

Definitions

This policy does not have definitions associated with it at this time. Upon periodic policy review this area will be evaluated to determine if additional information is needed to supplement the policy.

Procedures

Procedures for this policy have not been established at this time. Upon periodic policy review this area will be evaluated to determine if additional information is needed to supplement the policy.

Forms

This policy does not have forms associated with it at this time. Upon periodic policy review this area will be evaluated to determine if additional information is needed to supplement the policy.

Related Information

This policy does not have related information at this time. Upon periodic policy review this area will be evaluated to determine if additional information is needed to supplement the policy.

Document History

This section must contain the following dates or placeholders for future dates:

  • Last Reviewed Date: May 7, 2020
  • Last Revised Date: May 7, 2020
  • Policy Origination Date: March 30, 2020

Who Approved This Policy

Jane Fisher, Director of Talent Management and Labor Relations

Policy Owner
Secondary Contact

Search Menu