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Frequently Asked Questions Regarding the Future of The University of Texas at Brownsville Faculty Workforce

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Why is a reduction in force needed at UTB/TSC?

Who decided to begin a reduction in force?

When will the reduction in force occur?

How will faculty be notified of their termination?

How long will faculty continue to receive salary and benefits?

How will UTB decide which faculty to include in the reduction in force?

Are RIF’ed faculty expected to work after they receive notice?

What will UTB/TSC do to help affected faculty find other jobs?

Where can faculty find out more about benefits, COBRA and unemployment?

Which programs are being eliminated or significantly reduced?

What is UTB/TSC’s annual budget and how much will it be reduced as a result of the reduction on force?

What effect will this have on the opportunity for students in the region to pursue higher education?

What impact will the reduction in force have with regard to campus facilities? Will buildings be closed?

How will admissions and financial aid decisions be determined during the notice period?

 
Why is a reduction in force needed at UTB/TSC?
With UT Brownsville and Texas Southmost College separating from the Partnership, each institution will assume the programs and services appropriate to its mission. UTB will maintain only those programs that are appropriate for a four-year university while TSC will assume community college courses and programs. Because community college courses and programs will be maintained and taught by TSC, it will decide which employees it needs to fulfill its mission. As a result, faculty and staff at UTB attached solely to community college programs and services will no longer be needed at UTB.

Additionally, in light of the separation, UTB is preparing itself for its new mission as a stand-alone four-year university with fewer students. Accordingly, UTB is evaluating all of its programs and making decisions to re-organize or eliminate some programs and positions to align the curriculum with its future academic needs. 
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Who decided to begin a reduction in force?

UTB is making decisions about the future of the four-year university and TSC is making decisions about the community college. Thus, the parties are working together on personnel matters. UTB is bound by Regents Rules and State law regarding how and when the reduction in force is implemented. 
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When will the reduction in force occur?

If a full-time faculty position is terminated, the faculty member will be notified of that termination no later than August 1, 2012, and the position will terminate on May 31, 2013. The current process relates to faculty only.

UTB will next evaluate the non-faculty positions it will need to support its remaining programs and student population, so staff processes and decisions will follow at a later date.
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How will faculty be notified of their termination?

In general and to the extent that affected faculty members will be available for face-to-face meetings, UTB will notify them in person. All notices of termination will be confirmed in writing.
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How long will faculty continue to receive salary and benefits?

Terminated full-time faculty will be employed by UTB, and thus will continue to receive salary and benefits, until May 31, 2013, unless they choose to leave earlier. For specific information about post-termination benefits, employees should contact Human Resources.
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How will UTB decide which faculty to include in the reduction in force?

Decisions regarding UTB’s faculty positions will be made in accordance with the new accreditation standards of The Southern Association of Colleges and Schools as well as Regents’ Rules and Regulations. With these standards and rules in mind, UT System has developed a process to identify faculty positions for elimination. The process provides criteria, such as academic qualifications and talents, the needs of the programs, past academic performance and potential future contributions. The process relies on committees, composed of faculty and administrators, to review the prospective elimination of academic programs and faculty positions.
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Are RIF’ed faculty expected to work after they receive notice?

Faculty members whose positions are terminated will be employed by UTB until May 31, 2013, unless they choose to leave earlier. Of course, UTB understands that the first priority for all affected faculty will be to find another job, and to that end, UTB will provide access to a full range of job search resources through its employee help center. So long as a person is a UTB employee, UTB will expect him/her to perform the functions of his/her position, but managers will be instructed to be as flexible as possible to allow for job searches and career planning. Moreover, for those UTB faculty that TSC elects to hire, UTB will do everything in its power to facilitate a seamless transition.
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What will UTB/TSC do to help affected faculty find other jobs?

UTB/TSC is committed to helping affected faculty with their job search and will provide resources through its Employee Help Center. The Center will open 8 a.m.-5 p.m., Monday through Friday, and Human Resources is prepared to extend the hours of operation based on need. The resources provided may include:

  • One-on-one job search counseling
  • Job fairs
  • Training on interviewing, resume writing and online job searches
  • Employee benefit and retirement counseling
  • Financial counseling and training
  • Computer lab
  • Employment verification
  • Counseling for personal issues

In addition, the UT System has also asked other University of Texas institutions to give these employees priority consideration for open jobs they may be qualified to fill. 
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Where can faculty find out more about benefits, COBRA and unemployment?

Human Resources representatives are available to meet with every faculty member whose position is affected.
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Which programs are being eliminated or significantly reduced?

UTB will no longer be able to offer any community college programs or courses as the UTB/TSC partnership ends. Over the coming months, UTB will also decide which additional programs, if any, it will eliminate or reduce in scope.
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What is UTB/TSC’s annual budget and how much will it be reduced as a result of the reduction on force?

UTB is presently engaged in the development of a financial model for operations post-separation. That work is still underway so it is too early to comment on this.
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What effect will this have on the opportunity for students in the region to pursue higher education?

Opportunities for a comprehensive four-year university education are being enhanced and the UT System has made a renewed commitment to higher education in the Lower Rio Grande Valley. TSC will soon announce its array of programs and services.
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What impact will the reduction in force have with regard to campus facilities? Will buildings be closed?

Facilities are next on the list of items the parties will negotiate. Both entities are presently at work determining their space needs. So, it is too early to report how this will finally work out.
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How will admissions and financial aid decisions be determined during the notice period?

Until separation, admissions and financial aid will work as they have in the past. The UTB admissions standards have been approved by the UT System Board of Regents and will begin Fall 2012. For the 2013-14 academic year, UTB and TSC will begin admitting students according to their separate admissions and financial aid standards. Community colleges offer open admissions. After separation, each entity will have services to assist students with financial aid.
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