Workforce Reduction
Institutional Realignment Plan (IRP)
The Institutional Realignment Plan (IRP) was established to eliminate an estimated $18 million, FY 24 structural deficit at UWO. The goal of this plan is to ensure the continued financial viability of UWO through approximately $18 million of targeted cost reductions to help stabilize, reshape and realize a more durable UWO.
The Voluntary Retirement Incentive Options Program (VRIOP), furloughs and a reduction in workforce are the three primary components of the IRP.
Approximately 90% of our institutional expenses are related to employee payroll. The IRP must include a focus on reducing workforce costs.
The guiding principle of this plan is to prioritize our educational mission, shield the quality of the student experience and support employees through separations from UWO.
Institutional Realignment Plan
Learn more about UWO's plan to realign the institution.
Administrative Workforce Planning Workshop
An Administrative Workforce Planning Workshop occurred in early September to form a proposed layoff plan and decision-making framework. Human resources, budget professionals, a third-party consultant (contracted and funded by UW System) and UWO subject matter experts with first-hand knowledge and expertise in operational areas participated in the Workshop.
Key components/considerations included risk mitigation, adverse impact analysis, benchmarking data, assessments of units’ contributions to UWO’s core educational mission, role and skill assessments of employees and opportunities to realize efficiencies through reorganization and outsourcing.
Three primary criteria (as defined per UWS Policy 1232) were used when making final recommendations.
- Needs of institution to deliver services.
- Relative skills, knowledge, or expertise of employees.
- Length of service to the classification, department and/or the University.
Questions?
UWO Human Resources
hroffice@uwosh.edu
(920) 424-1166
Timeline
All employees will be given a three-month notification prior to the layoff effective date. This will be a shorter notice period than what is established for some Academic Staff employees, however, UWO’s budget deficit posture compels the institution to require less notice time than what is provisioned, pursuant to UWS 12.03. The below table outlines the timeline of upcoming events and will be updated as needed.
| October 16, 2023 (Morning) | Managers notified that a layoff(s) will be occurring in their unit. Resources provided to managers to help support both those impacted by layoffs and those that will be remaining within their units. |
| October 16, 2023 (Before 5:00pm) | Initial notification will be sent to impacted employees inviting them to meet with Human Resources. Supervisors will be copied on this communication. |
| October 18 – 20, 2023 | Impacted employees will have 1:1 meeting with HR Representative to discuss layoff and resources available. |
| October 20, 2023 (Before 5:00pm) | Impacted employees receive official layoff notification letter via email. |
| October 23 – January 19, 2024 | Impacted employees have the option to use accrued paid leave (vacation, paid leave bank, or personal/floating holidays) if they choose or continue reporting to work to assist with transition of responsibilities within unit/division. UWO may require employees selected for layoff to use accrued leave during this time. |
| October 26 & November 8, 2023 | Benefits Sessions hosted by UWSS Benefits addressing benefits impacts and options available to impacted employees. |
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November 2 & November 8, 2023
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Rapid Response Events hosted by the Department of Workforce Development covering topics like Unemployment Insurance, Dislocated Worker Program, etc. |
| October 24 – December 5, 2023 | Employee Assistance Program is hosting several Online Webinars throughout these dates to help support impacted employees through the transition |
| January 20, 2024 | Layoff Effective Date |
| January 30, 2024 | Deadline for impacted employees to indicate interest in Priority Placement & Opportunity Program |
Employee Separation Resources
The Office of Human Resources & Workforce Diversity has created a webpage that contains resources for the employees at UW Oshkosh who are impacted by layoffs. The resources are intended to provide additional information in many different areas, such as navigating unemployment insurance, EAP Resources, information on benefits impacts, and getting support securing a new job opportunity. It also contains dates and times for various training and information sessions that will be offered to those impacted.
Position Control Moving Forward
Position Accountability and Integrity Review (PAIR)
UW Oshkosh will be reopening the ability to fill positions through the recruitment process. There will, however, be additional controls in place to ensure the university stays accountable to the Institutional Realignment Plan (IRP) that was implemented to address the $18M structural deficit. These additional controls, referred to as the Position Accountability and Integrity Review (PAIR), will ensure the university realizes the permanent salary savings identified through the IRP.
UW Oshkosh Priority Placement & Opportunity Program (PPOP)
Through the University of Wisconsin Oshkosh Priority Placement and Opportunity Program, eligible employees who have received notice of layoff or have otherwise been terminated due to budget or program decisions, are provided the opportunity to apply for non-instructional vacancies at UW-Oshkosh before they become available to the public. This program’s purpose is to provide priority placement, in accordance with UW-System and local policy, and to provide the opportunity to fill vacancies and retain the current talent on campus. Employees will have the opportunity to opt-in to the program from the time of invite following layoff notifications until January 31, 2024. Impacted employees who are interested in further employment with UWO are encouraged to opt-in and submit their application as soon as possible because openings that do come up in the coming weeks will be sent to those who have opted into the program for first consideration.
For further information about this program and how UW-Oshkosh’s recruitment process will change to adapt to it please review the Standard Operating Procedures – Priority Placement & Opportunity Program (PPOP).
Overview of Steps in the Priority Placement & Opportunity Process
| Hiring Manager | PPOP Applicant | HRWD | |
|---|---|---|---|
| Step 1 | Submit new job requisition in PageUp (normal approval process applies) | Applies to the initial PPOP pool using the PageUp link supplied by HRWD | Reviews PPOP applicants for eligibility for program. |
| Step 2 | Notified by HRWD if anyone eligible for reappointment rights in PPOP pool. If no reappointment rights apply, position will move to PPOP posting. | If reappointment rights apply, receive offer for reappointment from HRWD. Accept or deny offer. If offer is denied, candidate will be ineligible for future PPOP offerings. If no reappointment rights apply, move to step 3. | For new approved job reqs, First, rights to reappointment will be reviewed. If reappointment rights apply, consult with Hiring Manager to discuss reappointment details. If no reappointment rights (or offer of reappointment is declined) then share the link to apply with PPOP pool. |
| Step 3 | If interested and qualified, applied to the job req in PageUp within the 10-day deadline | ||
| Step 4 | Review PPOP applicant pool after 10 days. Share qualified applicant pool with Hiring Manager for priority consideration. | ||
| Step 5 | Go through the review and interview process of qualified candidates in the priority consideration pool. | Selected candidates participate in interview process. | Schedule and participate in interviews and candidate review with Hiring Manager. |
| Step 6 | In consultation with HRWD, identify finalists and document rationale for candidate selection. | In consultation with Hiring Manager, review finalist and documented rationale for candidate selection. If finalist is identified, proceed with offer card process in PageUp. Once approved, extend offer to candidate. |
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| Step 7 | Accept or deny offer. If offer is denied, candidate will be ineligible for future PPOP offerings. | Update eligibility in PageUp based on offer status. | |
| Step 8 | If selected candidate denies offer, review other qualified PPOP candidates and make alternative finalist selection, if possible. | If selected candidate denies offer, review other qualified PPOP candidates. If alternative finalist is selected make offer. If no alternative qualified candidates exist, position moves to external recruitment. |