Strategic Reductions and Pauses FAQs

Who is responsible for reviewing recruitments, hiring and salary changes?

Does the strategic pause apply to all positions on all fund types?

Regardless of fund types, all Civil Service (CS), Administrative Professional (AP) and Faculty positions will be reviewed.

Only temporary non-permanent, professional hourly, student, Graduate student positions and positions related to public safety will be automatically exempted from the pause.

Does the strategic pause apply to temporary non-permanent, professional hourly, student employees or Graduate student positions?

No. Those types of positions are exempt from the pause and will follow standard process.

Does the strategic pause apply to promotions or reclassifications?

Yes, except for the noted exception. Promotions or reclassifications will be reviewed as part of the exception process prior to HRS review.

The strategic pause does not apply to the faculty promotion and tenure process. 

Does the strategic pause apply to increases of full time equivalent (FTE)?

Yes. Changes in salary as a result of an increase in FTE will be reviewed as part of the exemption process prior to HRS review.

Does the strategic pause apply to salary stipends?

Yes. Stipends associated with additional duties and responsibilities will be reviewed as part of the exemption process prior to HRS review.

Can salary increases be made on core or non-core funds without moving through the exemption process?

No. All salary increases, regardless of fund type, will be reviewed as part of the exemption process prior to HRS review.

The strategic pause does not apply to CS periodic step increases. Those will continue to follow the normal process.

Can we honor preexisting contracts which specify increases?

Yes, however, these requests must follow the exemption process for review and tracking.

Faculty compressed appointments with adjustments to FTE, as outlined in the offer letter, will be exempt from the review process and will follow standard process.

Do summer appointments need to be requested?

No. Summer appointments including summer research work, summer teaching, additional work for cyclic AP and CS or faculty Period Activity Pay (PAP) will follow normal processes.

How do I find the status of the exemption requests

Requesters can find the status and progress of their requests in either the Archive section of their Workday My Tasks inbox, or running the My Requests report.

Step-by-step instructions are in the Find the Status of My Request and Notifications section of these reference guides:

• Request an Exemption from the Reclassification and Out-of-cycle Salary Increase Strategic Pause
• Request an Exemption from the Recruitment and Hiring Strategic Pause

Can we proceed with hires where an offer has already been made in Workday?

Yes, if the offer was made and accepted prior to April 1, 2025.

Recruitments in Workday with offer made and accepted will continue to move through the normal process.

Can we proceed with hires where an offer has already been made outside of Workday?

Yes. Recruitments for staff and faculty positions conducted outside of Workday, when an offer was made and accepted prior to April 1, 2025, will continue to move through the normal process.

During the Workday process for these hires, users may encounter the request questionnaire. Indicate “Offer accepted outside of Workday” on the questionnaire.

Can we renew or extend existing appointments?

Yes. If a renewal or extension was offered but not yet processed through Workday, the renewal or extension can continue to move through the normal process.

Reviews on employment agreements and hires will occur if processed in Workday after April 1, 2025.

During the Workday process for these renewals, users may encounter the request questionnaire. Indicate “Renew existing appointment” on the questionnaire.

What happens to positions already moving through the recruitment process?

All units are expected to review current recruitments and determine if the position meets the strategically essential definition above.

If the position is determined not to meet this definition, the recruitment should be cancelled.

If the position does meet the definition, the recruitment may continue. However, when the final candidate is moved to the hire stage, a review will occur.

How do areas pursue an exception on new hires and vacant positions prior to any recruitment activity in Workday?

All requests for staff and faculty positions being recruited in Workday must be submitted through Workday.

Users will be prompted to provide a comprehensive justification as outlined above.

How do areas pursue an exception on new hires and vacant positions prior to any recruitment activity outside of Workday?

Recruitments for faculty positions not conducted through Workday, must be reviewed.

An email must be sent to the appropriate approval executive outlined in the “Who is responsible for reviewing recruitments, hiring and salary changes?” FAQ above.

The email can be sent from the area fiscal officer with a copy to the unit executive (Dean, VP, Chancellor).

How do areas pursue an exception for out-of-cycle salary increases?

All requests must be submitted through Workday.

Users will be prompted to provide a comprehensive justification as outlined above. 

Faculty requests still require the out of cycle request form be attached to the request.

Can we renew or extend existing appointments?

Requests for staff and faculty renewal or extension of appointments must be routed for consideration.

Users will be prompted to provide a comprehensive justification as outlined above.

Can we submit an OPDRS action before submitting an exemption request in Workday?

No. All essential need exemption requests for New or Reclassified AP/CS positions must be approved through the Workday Request process before submitting the OPDRS action to HRS.