{"id":4460,"date":"2021-04-01T09:31:06","date_gmt":"2021-04-01T16:31:06","guid":{"rendered":"https:\/\/hr.uw.edu\/ops\/?page_id=4460"},"modified":"2025-03-11T10:37:37","modified_gmt":"2025-03-11T17:37:37","slug":"cost-saving-strategies","status":"publish","type":"page","link":"https:\/\/hr.uw.edu\/ops\/workforce-reduction-strategies\/cost-saving-strategies\/","title":{"rendered":"Cost-saving strategies"},"content":{"rendered":"<h4 id=\"developing-a-workforce-management-plan\">Developing a Workforce Management Plan<\/h4>\n<p>Economic and operational conditions which result in a lack of work or reduced funds may require organizations to determine short-term and long-term work reduction and other cost-saving strategies. Prior to instituting any workforce reduction or cost saving strategies to address financial shortfalls, departments should develop a workforce management plan that includes the following:<\/p>\n<ul>\n<li><strong>Assessment of the financial impact on their department by quantifying <\/strong>the\u00a0direct or projected financial impact to the department.<\/li>\n<li><strong>Explanation of short-term and\/or long-term goals to manage the financial impact. <\/strong>This may include measures to shrink operations and mitigate budget impact, either in the short-term or longer-term.<\/li>\n<li><strong>Statement of impact to business. <\/strong>This may include\u00a0the nature of the financial or other constraints or circumstances that require the use of workforce reduction or salary saving measures (e.g., the cancellation of sponsored events starting on X date, closure of facilities starting on X date, etc.).<\/li>\n<li><strong>Description of efforts made to preserve employment.<\/strong> This includes a describe other cost-saving measures taken before considering workforce management strategies. If the issue is lack of work, explain whether remote and\/or alternative work was offered, and if not, why not. If remote work was offered, describe why it is no longer feasible.<\/li>\n<li><strong>Description of options for addressing lack of funds.<\/strong> This includes the specific short or longer-term measures for addressing the financial shortfall.<\/li>\n<\/ul>\n<h5>Short-term cost-saving measures<\/h5>\n<p>Short-term workforce reduction and salary saving measures are those that temporarily curb costs and impact employees on a short-term basis. These include:<\/p>\n<ul>\n<li><a href=\"http:\/\/hr.uw.edu\/coronavirus\/policy-updates\/temporary-layoff-policy\/\">Temporary layoff \u2013 Reduction in FTE<\/a>.<\/li>\n<li><a href=\"http:\/\/hr.uw.edu\/coronavirus\/policy-updates\/temporary-layoff-policy\/\">Temporary layoff \u2013 Furlough<\/a>.<\/li>\n<li>Voluntary temporary reduction in FTE or furlough.<\/li>\n<li>Restrictions on temporary and permanent salary increases (TPI, in-grades, position reviews) for professional staff.<\/li>\n<li>End mobile phone allowances for staff.<\/li>\n<li>Temporarily suspend comp time accruals in lieu of paying overtime and manage overtime tightly.<\/li>\n<\/ul>\n<h5>Longer-term cost-saving measures<\/h5>\n<ul>\n<li><a href=\"https:\/\/hr.uw.edu\/ops\/ending-employment\/layoffs\/layoff-and-reduction\/\">Permanent layoff<\/a> and position elimination.<\/li>\n<li><a href=\"https:\/\/hr.uw.edu\/ops\/ending-employment\/layoffs\/layoff-and-reduction\/\">Permanent layoff<\/a> in the form of FTE reductions.<\/li>\n<\/ul>\n<p class=\"uwhr-toc-top-btn\"><a href=\"#toc\">Return to top<\/a><\/p><h4 id=\"hr-involvement-and-approval\">HR involvement and approval<\/h4>\n<p>Involve your HR consultant early in the development of all workforce management plans as furlough or layoff plans require UWHR approval prior to notifying staff or taking any employment action. Working with their HR consultant, departments should communicate their workforce management plan to all of their employees. Transparency and clarity are key to ensure that employees understand the financial reality, the department\u2019s approach, and the potential impact it may have on them.<\/p>\n<p class=\"uwhr-toc-top-btn\"><a href=\"#toc\">Return to top<\/a><\/p>","protected":false},"excerpt":{"rendered":"<p>Economic and operational conditions may sometimes require organizations to determine work reduction and other cost-saving strategies.<\/p>\n","protected":false},"author":49,"featured_media":0,"parent":25,"menu_order":10,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_acf_changed":false,"_lmt_disableupdate":"no","_lmt_disable":"no","footnotes":""},"class_list":["post-4460","page","type-page","status-publish","format-standard","hentry"],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.2 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Cost-saving strategies - HR Operations<\/title>\n<meta name=\"description\" content=\"Economic and operational conditions may sometimes require organizations to determine work reduction and other cost-saving strategies.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/hr.uw.edu\/ops\/workforce-reduction-strategies\/cost-saving-strategies\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Cost-saving strategies - 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