USF HEALTH LAYOFFS

USF Health Layoff Guidelines Printable Version

Philosophy

In times of financial stress or exigency, USF Regulations provide for a layoff option as one method to address financial difficulties. If USF Health determines it needs to consider and implement such measures for faculty, it will do so in accordance with the general factors as set out in USF Regulation 10.111(2)(c), any applicable collective bargaining agreement between USF and UFF, or any other collective bargaining agreement which may be applicable.

Criteria

In initiating any layoff action, consistent with the guidance outlined in Regulation 10.111(2)(c), USF Health will take into account the existence of many factors, including but not limited to any of the following:   

  • An area/unit/individual lab which currently has, or has had in the past, an identifiable research budget, which:
    • Has not had extramural research funding to support research personnel[1] for two (2) or more consecutive years preceding the year the layoff review is conducted; or
    • No record of research proposals submitted in the 3 years preceding the year in which the layoff review is occurring for significant extramural research funding (³ $100,000 per year) which would support PI and/or research personnel; or
    • Has had insufficient extramural research funding to support research personnel in three (3) of the last (5) years preceding the year the layoff review is conducted. [1] Research Personnel for purpose of these guidelines means anyone who serves, or has served, as a Principal investigator or Co-Principal Investigator, Investigator or Co-Investigator, Research Associate/Assistant. The term also includes Fellows, Graduate Students, or any other type of appointment used by USF Health in supporting research activities.
  • Any other factors relevant to external research funding expectations (such as, for example, letters of offer discussing external funding expectations or research assignment)
  • Performance evaluations, particularly in terms of Teaching, Research and Clinical duties
  • Teaching load and effectiveness

Implementation

If a Dean or Chair determines that a layoff is required due to financial/budgetary difficulties, they will first notify the Senior Vice President, USF Health.

Upon agreement and authorization from the SVP, the Dean or Chair will work with the USF Health Office of Faculty and Academic Affairs (OFAA) and USF Health Human Resources (HR).

The Senior Associate Vice President of Academic Affairs and the Associate Vice President, Faculty Relations (with respect to faculty appointments) will coordinate with the Chair/Dean of the affected area. OFAA (and USF Health HR, if there are non-faculty employees in the affected area) will establish the amount of notice and prepare/issue all required written notices to ensure compliance with USF Regulations and any applicable collective bargaining agreements.


[1] Research Personnel for purpose of these guidelines means anyone who serves, or has served, as a Principal investigator or Co-Principal Investigator, Investigator or Co-Investigator, Research Associate/Assistant. The term also includes Fellows, Graduate Students, or any other type of appointment used by USF Health in supporting research activities.