As your institution processes its response to recent executive orders and the reactions of employees and students across campus, increasing workplace tensions may make it more challenging for your HR team to maintain a positive and collaborative environment.
These challenges are not novel for higher ed HR, but they can be used as a springboard to examine the approaches you’ve used in the past and reimagine how they should — or could — evolve now. So, how can we support each other in our collective need for respectful discourse and civil disagreement? Here are some valuable insights and resources to help you along the way.
Develop Conflict-Savvy Leaders
Conflict is an inevitable part of any workplace, and higher ed institutions are no exception. Erica Hines, chief human resources and personnel success officer at Community College of Aurora, recommends that rather than attempting to avoid conflict altogether, we recognize the importance of embracing conflict as an opportunity for growth. And creating a conflict-savvy culture like that begins at the top.
It’s important for leaders not only to be prepared to address conflict, but also to model that behavior for everyone in your institution — administration, faculty, staff and students.
As Hines details in her webinar, Developing Conflict-Savvy Leaders, when your institution’s leadership is prepared for conflict, a culture of trust can be built. When leaders are willing to face conflict head-on and focus onfinding win-win solutions, fewer issues escalate.
Train for Conflict Resolution
It’s not enough, however, for only administration to be conflict-savvy and model civil conversations. Managers and employees should be provided with strategies for de-escalating workplace tensions.
Tulane University’s conflict resolution program supports its employees with a variety of conflict resolution services, including consultations to learn about their program, coaching to help employees with specific challenges, mediation to help employees through a disagreement, and facilitated conversations led by a professionally trained specialist. Tulane’s HR team believes that “conflict can be a tool for positive change when employees have the resources to build upon their conflict competence.”
Establish Clear Norms Around Communication and Feedback
In the Developing Conflict-Savvy Leaders webinar, Erica Hines stresses that employees at all levels need to understand how to give and receive input in a constructive way. One norm she suggests is to use “I” or “my” when offering feedback. For example, “Here’s what I noticed…” or “Here’s what I felt when…” A norm you might establish for receiving feedback could focus on active listening, summarizing what you just heard, and then asking how you can reach a win-win solution. For example, “What would you prefer I do in that situation?” Or “What ideas do you have for managing this situation in the future?”
When teams have a shared understanding of how to navigate difficult conversations, they can address issues proactively instead of letting them escalate. By integrating these practices into daily interactions, you can cultivate an environment where open dialogue and mutual respect thrive.
Prioritize Professionalism and Civility
Creating a culture of professionalism is the foundation of a kinder campus. As Jennifer Parker, assistant director of HR operations at the Colorado Community College System, highlights in her article, A Kinder Campus, professionalism is more than just following policies. Professionalism is how faculty, staff and administrators treat one another daily. Respect, integrity and ethical conduct should guide every interaction, ensuring that civility remains a cornerstone of your culture.
Beyond professionalism, Parker emphasized the role of active listening and empathy in conflict resolution. When employees take the time to truly listen and seek to understand different perspectives, they’re not just resolving disputes — they’re “building bridges of trust.” Demonstrating empathy during difficult conversations helps diffuse tension and encourages constructive dialogue. When you prioritize professionalism, you create an environment where trust and collaboration flourish.
From Conflict to Meaningful Conversations
Addressing workplace conflict isn’t just about resolving disputes — it’s about creating an environment where open dialogue is encouraged, and employees feel heard and supported. Because of this, conflict resolution training shouldn’t be a one-time event, but an ongoing practice woven into workplace culture. While difficult conversations may never be easy, the more everyone practices, the more natural those conversations become. By setting clear expectations, proactively guiding discussions, and championing a culture of respect, you can help transform workplace tensions into opportunities for growth and collaboration.
Related CUPA-HR Resources
Developing Conflict-Savvy Leaders — This CUPA-HR webinar explores how HR can help leaders address conflict head-on, thus minimizing the need for HR intervention down the line.
Civility in the Workplace Toolkit — This HR toolkit provides practical strategies for fostering respectful communications and managing workplace conflicts.
Managing Difficult Conversations Toolkit — This HR toolkit provides basic strategies that can be widely used as starting points for many challenging conversations.
Over 80% of Americans across party lines agree that exercising free speech involves dealing with disagreements — but that this should never lead to calls for violence.
That’s according to a new survey by YouGov, highlighting that the American people understand the realities of free expression and the importance of civil discourse.
But not all the data are encouraging.
Though eight in 10 respondents said we should discourage calls to violence, about one in 10 said they weren’t sure — and another one in 10 actually disagreed.
Also, roughly 78% of Americans believe freedom of speech doesn’t include freedom from consequences — including 76% of Republicans, up 16 points from 2022, and 86% of Democrats. That said, it’s difficult to know what to make of this without knowing whether respondents took “consequences” as referring to the court of public opinion or the iron fist of the state. After all, people have every right to judge each other for the things they say but the government cannot punish speech based on viewpoint.
Reflecting recent findings by FIRE’s National Speech Index, the survey also reveals that 54% of respondents agree that the government is the biggest threat to free speech, up from 45% in YouGov’s 2022 survey. While Republican sentiment on this question has fallen over that period from 69% to 60%, Democrats have gone from 28% to 48%.
Even with the nine-point drop among Republicans and 20-point increase among Democrats, the former remain far more likely to view the government as the main threat to free speech.
On the other hand, the NSI found that 67% of conservatives and 83% of very conservative Americans have “a lot” or total confidence in President Donald Trump to protect their First Amendment rights, compared to only 11% of liberals and 12% of very liberal Americans.
But here’s a spot of good news. That same 2022 survey found that just below one-third of Americans believed limiting speech for some can expand free speech for all, including 24% of Republicans and a whopping 40% of Democrats. This year, however, while the figure for Republicans only fell by 2 percentage points, the percentage for Democrats dropped by an encouraging 12 points.
Still, compared to Republicans and the general population, Democrats are significantly more censorial when it comes to this question.
In line with this, the NSI results showed that 52% of conservatives but only 45% of liberals agree that “the First Amendment goes too far in the rights it guarantees.” Though here again, more information would be helpful in order to understand what specific limitations to free speech Democrats and Republicans have in mind.
As the Charlie Hebdo cartoonist Laurent Sourisseau has said, “When you have something to say, there is always someone somewhere with a very good reason to stop you from saying it.”
Since 1996, the National Committee on Pay Equity has acknowledged Equal Pay Day to bring awareness to the gap between men’s and women’s wages. This year, Equal Pay Day is March 25 — symbolizing how far into the year women must work to be paid what men were paid in the previous year.
To help higher ed leaders understand, communicate and address gender pay equity in higher education, CUPA-HR has analyzed its annual workforce data to establish Higher Education Equal Pay Days for 2025. Tailored to the higher ed workforce, these dates observe the gender pay gap by marking how long into 2025 women in higher ed must work to make what White men in higher ed earned the previous year.
Higher Education Equal Pay Day falls on March 8, 2025, for women overall, which means that women employees in higher education worked for more than two months into this year to gain parity with their White male colleagues. Women in the higher ed workforce are paid on average just 82 cents for every dollar a White man employed in higher ed makes.
Highlighting some positive momentum during this Women’s History Month, some groups of women are closer to gaining pay equity. Asian American women in higher ed worked only a few days into this year to achieve parity on January 4 — an encouraging jump from January 14 in 2024.
But the gender pay gap remains for most women, and particularly for women of color. Here’s the breakdown of the gender pay gap in the higher ed workforce, and the Higher Education Equal Pay Day for each group.* These dates remind us of the work we have ahead.
March 8 — Women in Higher Education Equal Pay Day. On average, women employees in higher education are paid 82 cents on the dollar.
January 4 — Asian Women in Higher Education Equal Pay Day. Asian women in higher ed are paid 99 cents on the dollar.
March 5 — White Women in Higher Education Equal Pay Day. White women in higher ed are paid 83 cents on the dollar.
March 29 — Native Hawaiian/Pacific Islander Women in Higher Education Equal Pay Day. Native of Hawaii or Pacific Islander women in higher ed are paid 76 cents on the dollar.
April 4 — Black Women in Higher Education Equal Pay Day. Black women in higher ed are paid 75 cents on the dollar.
April 11 — Hispanic/Latina Women in Higher Education Equal Pay Day. Hispanic/Latina women in higher ed are paid 73 cents on the dollar.
April 24 — Native American/Alaska Native Women in Higher Education Equal Pay Day. Native American/Alaska Native women are paid just 69 cents on the dollar.
CUPA-HR research shows that pay disparities exist across employment sectors in higher ed — administrators, faculty, professionals and staff — even as the representation of women and people of color has steadily increased. But with voluntary turnover still not back to pre-pandemic levels, not addressing pay disparities could be costly.
CUPA-HR Resources for Higher Education Equal Pay Days
As we observe Women’s History Month and Higher Education Equal Pay Days for women, we’re reminded that the quest for equal pay is far from over. But data-driven analysis with the assistance of CUPA-HR research can support your work to create a more equitable future.
CUPA-HR’s interactive graphics track the gender and racial composition of the higher ed workforce, based on data from CUPA-HR’s signature surveys. The following pay equity analyses control for position, indicating that any wage gaps present are not explained by the fact that women or people of color may have greater representation in lower-paying positions:
The modern digital era has brought with it a world of remarkable changes and developments in the information space that today’s students are well-placed to enjoy. The search engine as you know it is changing and adapting to these changes, with old methods and processes giving way to newer, more effective ones.
While traditional Search Engine Optimization (SEO) remains essential, Generative Engine Optimization (GEO) is emerging as a complementary strategy for AI-driven search experiences. With AI-powered search engines like Google’s Gemini and ChatGPT transforming how prospective students find information online, today’s schools must adapt or risk being swept under the radar.
Keen on increasing organic traffic and leads?
Optimize your site, attract students, and elevate your visibility with our specialized SEO strategies.
The Evolution of Search in Education Marketing
Now, a few well-placed keywords are not enough. Although about 91% of today’s organizations still make significant marketing-related gains from SEO, the rules are fundamentally different now. Today’s prospective students use the search engine in ways that are quite unprecedented.
While traditional search engines serve up lists of links, AI-powered search engines deliver direct answers. Even better, they deliver such complete conversational responses that you do not need to visit a website. There’s a dual approach to this process: maintaining strong SEO foundations while embracing the emerging power of GEO.
Educational institutions stand to gain from this development. Prospective students can conduct exhaustive research without contacting an admissions office. By tapping the search button, they can get answers to vital questions about program details, application requirements, and career outcomes.
SEO: Still the Foundation of Digital Visibility
While AI is visibly gaining momentum, SEO remains an important tool. When executed properly, it can produce these benefits:
Enhanced Visibility: Optimised content drives organic traffic, increasing inquiries and applications to your school. Recent industry sources report that schools that invest in comprehensive SEO measures enjoy a significant improvement in conversion rates.
Better User Experience: With clear metadata, logical headings, and mobile-friendly designs, students can find information better on websites. The results include longer site visits, lower bounce rates, and higher engagement, which can help boost search rankings further.
Established Authority: By creating comprehensive content, you’re signalling to search engines and users that your school is knowledgeable and can be trusted. It gives a sense of authority that can ultimately boost your school’s profile.
What is the difference between SEO and GEO marketing? The key difference between SEO and Generative Engine Optimization marketing lies in their focus and approach. SEO is used for traditional search engines, and GEO is used for AI-Driven searches:
SEO optimizes content for traditional search engines (Google, Bing) to improve rankings in organic search results using keywords, backlinks, and technical SEO strategies.
GEO marketing optimizes content for AI-driven search experiences (Google SGE, ChatGPT), ensuring content is AI-friendly, conversational, and structured for retrieval by generative AI models.
While SEO targets search engine algorithms, GEO marketing tailors content for AI-driven responses and voice search interactions.
Effective SEO Strategies for Education
The optimization approaches discussed below have been proven to be used by the most successful institutions.
Strategic On-Page Optimization:
Using long-tail keywords like “best MBA programs in Canada for working professionals” can help capture niche audiences.
Content Authority:
Create in-depth guides and case studies addressing the nuanced questions that prospective students typically ask. So, instead of just listing program requirements, develop extensive resources that cover career paths, industry connections, and student outcomes.
Mobile Optimization:
A responsive design is a must-have, thanks to most searches now happening on mobile devices. This holds true for young people who use smartphones to explore their educational options.
Schema Implementation:
Structured data markup can help search engines interpret your content much better. An education-specific schema like EducationalOccupationalCredential or EducationalOrganization can boost your program’s visibility in search results.
Local SEO:
Institutions with physical campuses need to optimize for local searches. This includes claiming and maintaining Google Business Profile listings, building local citations, and creating location-specific content highlighting campus facilities and community connections.
The AI Search Revolution: Understanding GEO
What is Generative Engine Optimization (GEO)?
More pertinently, what is GEO in SEO? Generative Engine Optimization in SEO refers to optimizing content for AI-driven search engines and generative AI models like Google’s Search Generative Experience (SGE) and ChatGPT. It focuses on structuring content for AI retrieval by using natural language, clear formatting, authoritative sources, and relevant keywords to improve visibility in AI-generated responses.
The way we interact with information today has changed drastically, courtesy of AI-powered search engines. You can now get direct, synthesized answers culled from several sources, so you don’t have to click through multiple links. The way this happens is in these three steps:
AI models scour the web for relevant information, searching from institutional websites to educational forums and third-party resources.
They blend this information into coherent, structured responses that address the specific query and can often include details from multiple sources.
Users will now get conversation-like answers without having to visit individual websites. These answers often come complete with citations or even visual elements.
Mastering GEO for Education Marketing
Imagine asking an AI assistant for the best digital marketing courses or top universities for business programs—and your institution doesn’t appear. That’s where Generative Engine Optimization (GEO) comes in.
What is GEO in digital marketing? GEO in digital marketing optimizes content for AI-driven search tools like Google’s Search Generative Experience (SGE) and ChatGPT. Unlike traditional SEO, which focuses on ranking in search engine results, GEO ensures your content is structured, conversational, and AI-friendly, making it more likely to surface in AI-generated responses.
As AI search adoption grows, Generative Engine Optimization is becoming critical. Prospective students are no longer just typing keywords into Google; they’re asking AI assistants for tailored recommendations. If your institution isn’t optimizing for AI-driven search, you risk being invisible in the conversations shaping students’ decisions.
That’s why mastering GEO for education marketing is no longer optional—it’s essential. Schools, colleges, and universities must adapt their digital strategies to ensure AI models recognize their programs, faculty, and unique offerings. Ignoring this trend means missing out on valuable opportunities to engage with future students where they’re already searching.
Focus on these strategies if you’re looking to succeed with GEO:
Answer-focused Content: Use a Q&A format to create clear and concise responses to common questions. Instead of burying tuition-related information in program pages, provide direct answers to questions like “How much does it cost to attend [School Name]?”
Authoritative Information: Provide precise, updated information and only cite credible sources. You can reference accreditation bodies, link to relevant research and put out consistent information across all digital channels.
Comprehensive FAQs: Use detailed FAQ sections to cover key topics like admissions and campus life. Using proper schema markup, structure these sections so that AI tools can pull information straight from your authoritative source.
AI-Friendly Schema: To make your content more machine-readable, use FAQ, Course, Event, and Speakable schemas. This way, AI systems can connect the different pieces of information contained on your site.
Multichannel Distribution: Let your content be shown across platforms like YouTube, LinkedIn, and Quora to gain more visibility. Because AI search engines pull material from varying sources, a consistent message across your channels will help your school be represented the right way.
Example: This screenshot captures Google search results for “Does ATC Toronto offer an auto detailing program?” It includes a prominently featured snippet directly answering the question on the left side of the page, and AI search results also answer the question on the right.
Here are our best tips for creating suitable content for traditional and AI-driven searches:
Create Optimal Content:
Optimize Your Content Structure because human readers and AI algorithms will benefit immensely from clear organization.
Create a logical hierarchy using descriptive headings and subheadings. For example, move your program pages from a general overview to curriculum, faculty, career outcomes, and other specific details.
Incorporate bullet points and numbered lists for easy scanning. This is particularly important for details about admission requirements, application deadlines, and program benefits.
Implement appropriate schema markup to help search engines understand your content.
Let your content have a clear content hierarchy that guides users from general information to specific details.
Focus On Quality and Engagement
It is important to create high-quality content that addresses user intent. Follow these strategies:
Reach out to prospective students with answers to their most asked questions. Correctly predict and sort out their needs across all decision-making stages.
Balance authoritative information with a conversational tone. Do this while avoiding academic jargon and maintaining the appropriate level of sophistication for your target audience.
Use short paragraphs and clear language to make your content readable. Also, blend concise, direct answers with in-depth guides.
Let your student testimonials, faculty perspectives, and alumni success stories feature authentic voices as they can help humanize your institution.
Example:The University of Toronto has a section on its website that features testimonials from current students, alumni, and staff, helping to boost the school’s image with genuine feedback.
Modern search optimization has gone past keywords, and here’s how:
Develop comprehensive pillar pages that cover broad topics like “Graduate Programs” or “Student Life” with links to more specific content. Use natural language mirroring how people speak and search. Incorporate variations and related as opposed to repeating the same keywords.
Create content clusters that address related topics and questions. Also, you can link between them to establish topical authority and help users navigate your site.
Consider the semantic field around educational topics, including synonyms, related concepts, and commonly associated terms.
Example: Here, R-MA demonstrates its mastery of semantic SEO with this Student Life page. Apart from providing a general overview of the school’s Student Life Program, the page also contains links to specific aspects of the program.
One of the biggest threats to education marketers is the rise of zero-click searches, where users get answers without visiting your website. Nearly 65% of Google searches now end without clicks to any websites. This trend is particularly problematic for institutions relying on website traffic for lead generation.
Here’s a quick look at how Zero-Click searches show up in search engines:
Featured Snippets: This displays key information directly in results, answering questions about application deadlines, tuition costs, and program requirements without requiring clicks.
Voice Search: Conversational queries often receive single, direct answers, particularly for straightforward questions like “When are applications due for [School Name]?”
AI Summaries: New tools seek to compile information from multiple sources into one response. Synthesizing details about educational programs without directing users to specific institutional websites.
Strategies to Combat Zero-Click Searches
Optimize the content for featured snippets: Structure content to rank better by directly answering questions.
Implement FAQ Schema: Mark up Q&A content with the right schema so your answers appear more in search results.
Create must-click content: Create resources that resonate with the users, including calculators and virtual campus tours.
Leverage Rich Results: Using structured data, enhance how your content appears in search results so it’s more appealing and clicked.
Focus on Complex Questions: Target those queries that you can’t answer in a snippet, those that need you to go further into your school’s offerings.
Example: Oxford University enhances its FAQ sections using structured data. By doing so, their answers are featured directly in search results—ensuring that key information about admissions and tuition is visible in a zero-click environment.
With voice assistants becoming more popular, optimizing for spoken queries is becoming increasingly important. Over 27% of searches are run through a voice interface, mostly among the younger generations. Here are some voice search best practices to use to this effect.
Use natural, question-based keywords that match how people speak, such as “How do I apply to [School Name]?” rather than “application process.”
Voice search is predominantly mobile-driven, so make sure your site is mobile-friendly and fast-loading.
Creating Conversation-Ready Content
To create conversation-ready content, you’ll need to follow certain rules. Our best tips include writing in short, digestible paragraphs that voice assistants can easily read aloud.
You must provide direct answers to common questions to start each relevant section. Another key tip is to create how-to guides and FAQ sections that fit with voice queries.
Let your content follow a conversation-like style, just like prospective students engage. There should be relevant context to match every user request, and the information provided should be clear and concise for the best results.
Essential Tools and Emerging Trends
To stay competitive in educational marketing, you need the right tools and awareness of emerging trends. Here are some must-have SEO and GEO tools.
Google Search Console: Monitor performance and identify opportunities by tracking how your pages appear in search results and which queries trigger their appearance.
SEMrush: Research keywords and analyze competitor strategies while paying particular attention to education-specific terms and competing institutions.
Ahrefs: Track backlinks and content performance, building a strong link profile that enhances your institution’s perceived authority.
Schema Markup Generators: Create and validate structured data to improve how search engines interpret your content.
Mobile Testing Tools: Ensure optimal performance across all devices, recognizing that many prospective students research educational options on smartphones.
Trends Reshaping Education Marketing
AI-Generated Search Summaries: By focusing on direct answers instead of posting traditional link listings, your search results appear faster and function better.
Voice Search Growth: This accounts for over 27% of all searches, mostly among younger demographic groups.
Engagement as a Ranking Signal: User interaction affects visibility, with metrics like time on site and interaction rates affecting search performance.
Video Content Prominence: Educational videos are gaining importance in search results, particularly for how-to and explanatory content about programs and campus life.
Social Proof Integration: With reviews, testimonials, and user-generated content, you can create more impact in traditional and AI-driven search results.
The Human Element: Storytelling in a Digital World
Although technical optimization remains crucial, education marketing relies heavily on human connection. The schools that balance data-driven strategies with authentic storytelling that resonates with prospective students succeed.
If you’re looking for a means to build student trust in your offerings through authenticity, here’s how to go about it.
Share real student success stories and testimonials that show how transformative your educational programs are.
Highlight those unique program features and opportunities that differentiate your institution from competitors.
Maintain transparency and avoid excessive jargon. Focus on pointing out what makes your institution special.
Create content that addresses the emotional aspects of the educational decision.
Example: Here, AAPS masterfully emphasizes the transformative power of its program by highlighting the experiences and successes of a student, recounted by the student herself.
Use analytics to inform content strategy, identifying topics and formats that resonate with your target audience.
Enhance text with visual and interactive elements that engage users and encourage deeper exploration of your offerings.
Personalize messaging for different audience segments, with their varying priorities and concerns.
Test and refine approaches based on performance data, continuously improving your digital marketing effectiveness.
Embracing the Future of Education Marketing
As the digital outlook for today’s educational market continues to evolve, schools must continually adapt to remain competitive. The future of search engines belongs to those who can master both SEO and GEO to produce results that drive and direct conversations.
The tide favours schools whose content resonates with traditional search engines and AI-powered platforms. The target is to position your institution for this kind of leverage, and that’s the essence of this piece.
Ready to transform your digital presence? Start optimizing today and watch your institution’s story unfold—one search at a time.
Keen on increasing organic traffic and leads?
Optimize your site, attract students, and elevate your visibility with our specialized SEO strategies.
Frequently Asked Questions
Question: What is the difference between SEO and GEO marketing?
Answer: The key difference between SEO and Generative Engine Optimization marketing lies in their focus and approach. SEO is used for traditional search engines and GEO is used for AI- Driven searches.
Question: What is GEO in SEO?
Answer: Generative Engine Optimization in SEO refers to optimizing content for AI-driven search engines and generative AI models like Google’s Search Generative Experience (SGE) and ChatGPT.
Question: What is GEO in digital marketing?
Answer: GEO in digital marketing optimizes content for AI-driven search tools like Google’s Search Generative Experience (SGE) and ChatGPT.
After a year of many last events, Cabrini University celebrated its final commencement ceremonies last May and a “legacy” event to ceremonially close the institution and pass the legacy to Villanova University, which purchased the campus. As the emotions have tempered, and Cabrini’s president and academic leadership team have moved on to new career opportunities, we offer these lessons learned for financially struggling colleges that may be facing the possibility of closure, as well as insights for colleges in positions of financial strength on how they can help.
If Your College Is Struggling Financially
The quickest route to a chaotic close is running out of cash. Depending on how liquid an institution is—a combination of how much actual cash it holds with how many assets it has that can quickly be converted to cash—running out of cash can happen suddenly. A constant awareness of liquidity is imperative to avoid such a terrible outcome, and any potential partner will ask how long the cash will last as a preliminary decision criterion.
This is the third part of a three-part series. Parts 1 and 2 can be found here and here.
For many institutions, the most accessible cash resource is the unrestricted portion of the endowment. This can be both a blessing and a curse. Some institutions today are actively drawing more on their endowment than the historic 4 to 5 percent in support of annual operations in order to solve potentially existential challenges (the blessing)—but if the revitalization effort fails, then institutional resources may not be available to preclude closure (the curse). Without the Villanova partnership, Cabrini would have faced a significant cash crunch, which would have forced very difficult choices, especially related to supporting employees in the final stages of closing.
Rating agencies have also called out the growing amount of deferred maintenance colleges are facing. This is an in-the-weeds problem that many institutions are not addressing, at their great peril. In Cabrini’s case, we had to close a residence hall due to a heating system failure, and a heavily used campus road was so frequently repaired that it was difficult to traverse. We also could not provide competitive equipment for students in one of our most popular majors.
For institutions on the brink, deferred maintenance can be a real deterrent when considering deal terms with potential partners. Villanova has announced that it will spend $75 million to upgrade the Cabrini campus.
Here are some additional factors financially struggling institutions should consider:
Your accreditor will not tell you to close until it is too late. Cabrini did not receive any warnings from its accreditor in the decade prior to closure. The institution remained accredited by the Middle States Commission on Higher Education through graduating its final class and even moved through the required accreditation self-study process in the final year of operation. Do not rely on your accrediting body to make decisions for you.
Be honest and transparent with your campus community about enrollment and the college’s financial reality.
Consider the cash reserves necessary to close with dignity. Your expenditures will be higher than normal during the wind-down period. You will need to secure an excellent legal team with expertise in closing colleges. There will also be costs associated with exiting long-term contracts and licenses as well as severance and retention costs. Anticipating these increased costs and decreased revenues in the final year is critical to the success of the closure.
Anticipate that alumni may want to “save the college.” If you do not have a history of alumni making large gifts, these efforts will be unlikely solutions. When entertaining such possibilities, consider the amount necessary to raise not just to keep the institution open for another year, but to sustain operations over time.
Plan for a closing timeline, even if you are not certain you will close. Choosing the right time in the academic calendar to announce a closing is an especially challenging task. Primary consideration must be given to future educational opportunities for students, followed by maximizing employment opportunities for faculty and staff. If it is possible to announce a closing after the end of an academic year for two years into the future, that affords the opportunity to graduate juniors and seniors while preparing sophomores and first-year students for teach-out, and gives faculty up to two academic recruiting cycles, which is especially helpful for tenure-stream faculty. Having sufficient funding on hand is key to offering a two-year closing time frame, given that fiscal and human resources start to deplete as soon as a closing announcement is made.
As you plan for a closing timeline, consider the ethical responsibility to deliver a robust student experience. In its final year, Cabrini prioritized using funds for student events and experiences and reduced or eliminated budgets for employee travel, professional memberships and other non-student-facing services.
If Your College Is Preparing for a Closure Announcement
If your institution has decided to close, consider the following steps before you announce:
Build a website with critical information so that all of your constituents—students, employees, alumni and donors—can receive information. Continue to add to FAQs as more information becomes available.
Keep the circle of people who know about the impending closure small to avoid leaks prior to having as much planned as possible. Using nondisclosure agreements is critical. While holding this news may be questioned as unethical, the decision to wait to announce until plans are in place provides the community with more clarity on partner/teach-out institutions, career counseling, mental health counseling, health care, plans for severance and retention agreements, etc.
Consider hiring a crisis management team to prepare you for the announcement.
Plan to host open forums (virtually and in person) for parents, students and faculty to support their transitions immediately after the closure announcement. Understand that the messaging may not be absorbed when people are upset. Post recordings or PowerPoint slides on your closing website.
Plan for mental health support for employees and students, with both in-person and virtual options.
Plan for the many human resources issues you will need to consider. Compliance with the federal WARN Act is crucial in order to not incur additional costs. If you provide a notice of a year or more, you will want to retain key faculty and staff. Simultaneously, you will want some melt of employees to align with the melt of students (and tuition income) that will occur. This means you will need to consider both retention and severance agreements, while complying with terms laid out in employee handbooks.
Remain in close communication with your accreditor(s) and continue to report on compliance with standards as well as the closure plan. They have processes and expectations that colleges need to honor in order to retain accreditation for the final graduating class. As noted earlier, Cabrini had to complete a regularly scheduled Middle States self-study process, including the site team visit, in the final year of operation, while also completing processes related to closure and the asset purchase agreement.
Anticipate that there will be additional administrative tasks to finish after students and faculty leave. In this regard, there will seem to be multiple dates that feel like an ending—the date when academics cease and degrees are no longer awarded, the date when accreditation ends, the date when a transaction occurs for the property, the date the endowment transfer process happens through the Orphan’s Court—a process specific to Pennsylvania—and more. Audits, financial aid close-out and reporting requirements, tasks related to tax compliance, discontinuation of vendor relationships, transition of student records, withdrawal from the federal international student program and other administrative tasks will need to occur after most campus employees have been terminated. Understanding these requirements and creating a checklist for closure will keep your leadership team on track.
If Your College Has Announced Plans to Close
Request department chairs work collaboratively to identify students who can realistically graduate prior to closing, determine what courses these students need and schedule classes to meet these needs. Closing institutions need to be flexible but not sacrifice the quality of the education. Modifying degree requirements to the point where students do not have the skills and knowledge that is expected of the degree is unethical.
Adapt catalog policies to ensure due process for managing grievances, academic standing determinations, grade disputes/changes, hearing requests, etc., within the timeline for closure. Once closed, transcripts cannot be modified.
Establish a working group on record retention to determine what needs to shift to another institution or agency and what needs to be shredded.
Prepare faculty and staff on campus to assume many roles as their faculty and staff colleagues depart throughout the year.
Anticipate that alumni will suddenly be more engaged than they have been in recent years. Your focus must remain on taking care of your current employees and students, who deserve a robust experience.
Give yourself grace and extend that to everyone around you. Everyone is experiencing some level of grief, stress and trauma. Be flexible even while knowing that at times you will need to have firm deadlines to respect people’s bandwidth and complete processes. Understand that students and employees will react differently and move on different schedules.
Have hope. There are moments of your closure period that will be horrific. There is no other way to describe it. There will also be moments of solidarity and togetherness. Ultimately, a closure can be a period of forced growth for many people. Many Cabrini employees found a new job opportunity that advanced their careers.
If Your College Isn’t Closing, but a College in Your Area Is
If a college or university in your area is closing or is rumored to be closing, talk with them to ask how you can best support them. Before posting information on your website or speaking with the media about welcoming the students from the closing college or university, ask the closing institution directly about how you can best support their students and employees for a smooth transition.
Working with institutions to establish memorandums of understanding for supportive transitioning of students is important, as is acting with transparency and honesty. Unfortunately, there were institutions that exhibited predatory behaviors toward Cabrini students with flashy, false promises that led vulnerable students to spend more time and money to complete their degrees. Don’t be that institution.
If a college provides a notice period, understand that actively recruiting their students or employees prior to closure might negatively impact the closing institution. If you would like to offer employment to someone at a closing institution who is in a key position such as director of financial aid or registrar, consider communicating with the closing institution to seek a solution that can provide a transition period, possibly splitting the employee’s time between the two institutions.
Final Reflection
In an ideal world of higher education, no institution would have to endure a sudden or planned closure. However, the current financial and enrollment pictures at many colleges and universities point to a harsher reality.
For others working at institutions that are exploring mergers, acquisitions or closures, do not work in isolation. There are now many higher education professionals who have lived through this experience who can offer advice confidentially and understand the need for nondisclosure. Higher education will be stronger if we work together, not in competition, and recognize our shared mission to serve students and our communities.
The final two years were a very difficult time for Cabrini University’s community. The institution’s leadership is forever grateful to the faculty and staff, all of whom rose to the occasion to embrace the many lasts. Their selfless work and sacrifice will serve as a legacy for Cabrini, as will the colleges where Cabrini students chose to continue their educations and the institutions where former Cabrini faculty and staff will continue their careers.
Helen Drinan served as interim president of Cabrini University. Previously, she served as president of Simmons University.
Michelle Filling-Brown is associate vice provost for integrated student experience and a teaching professor in the Department of English at Villanova University. She formerly served as chief academic officer/dean for academic affairs at Cabrini University, where she also served as a faculty member for 16 years.
Richie Gebauer is dean of student success at Bryn Mawr College. He formerly served as assistant dean of retention and student success at Cabrini University.
Erin McLaughlin is the interim dean of the College of Arts, Education and Humanities at DeSales University. She formerly served as associate dean for the School of Business, Education and Professional Studies at Cabrini University, where she also served as a faculty member for 16 years.
Kimberly Boyd is assistant professor of biology and anatomy and physiology at Delaware County Community College. She formerly served as dean of retention and student success at Cabrini University, where she also served as a faculty member for 25 years.
Missy Terlecki is dean of the School of Professional and Applied Psychology at Philadelphia College of Osteopathic Medicine. She formerly served as associate dean for the School of Arts and Sciences at Cabrini University, where she also served as a faculty member for 19 years.
Lynda Buzzard is associate vice president and controller at Villanova University. Previously, she served as the vice president of finance and administration at Cabrini University in its final year.
Let’s face it: education is changing with technology. But hasn’t it always? Imagine the calligraphy teacher’s grimace at the typewriter. Math teachers and calculators, English teachers and spellcheck, history teachers and Google — instructors quickly adopted all of these tools for their own usage. The same opportunity arises with the explosion of artificial intelligence.
Personalizing asynchronous courses
Having been an online student and now leading online courses, I empathize with both sets of stakeholders. Online courses have grown with the availability of the internet and lowered home computer costs. The flexibility asynchronous courses offer is what makes them desirable. Neither party must be in a specific classroom at a particular time. This allows both to work a more convenient schedule.
The most obvious challenge for instructors is bringing value to the students in a format that lacks the personalization of the classroom setting. Emails and discussion boards don’t communicate with the same personal touch. Recording classroom lectures for a face-to-face class certainly has some merit. The online student gets to hear and watch lectures and discussions. Yet, this might not be a foreseeable solution for instructors without in-person and online sections of the same subject. Also, recorded lectures may give the online sections less time to consume the content than their in-person peers.
Recorded lecture: the challenges
Until recently, my modus operandi was recording lectures for online students. I did this in order to replicate what they would get in the classroom, albeit passively devoid of discussion. Unless these videos are reused for different semesters and classes, it still seems inefficient and strangely impersonal. The inefficiency comes from mistakes that I would have laughed off in a live course. However, they certainly became points of frustration when watching myself stumble through a word or phrase that rolled off the tongue effortlessly during the dry run. Sometimes, I didn’t realize my mic was not toggled on. This resulted in a very uneventful silent film. Or someone would interrupt. I don’t think I’ve scratched the surface of all the things that disrupted my attempts. So, I looked for alternative sources for help.
The power of AI avatars for lecture delivery
I spent some time dabbling with AI avatars and seeing the potential to adopt the technology. The avatars cross the personalization hurdle by offering lifelike renditions with mannerisms and voice. While the technology is not quite as precise as recorded video, it’s good and getting better. The students have given it positive reviews. It is undoubtedly better than some of the textbook videos I had the unfortunate task of watching in a couple of my online courses as a student.
Avatars also clear the hurdle of efficiency and frustration. Using an avatar, I no longer have to fret over interruptions or mistakes. The editing is all done in its script. I load what I want it to say, and the avatar says it. No “ums.” No coughs or sneezes to apologize for. No triple takes on the word, “anthropomorphic.” If I’m interrupted, I can save it and return to it later. This enables me to scale my efforts.
Using Google’s NotebookLM to create AI-generated podcasts
Depending on your social media algorithm, you were probably privy to people’s Spotify top stats or other creative memes of the phenomenon in early December 2024. Spotify created personal “Wrapped AI podcasts” based on AI’s interpretation of users’ listening habits throughout the year. From a marketing perspective, this is great cobranding for both Google and Spotify, but the instructor’s perspective is why I’m writing. I learned about NotebookLM at a recent conference. The real beauty is that, currently, it’s free with a Google account.
Evaluating anecdotal evidence from my courses again, the students enjoyed the podcast version of the content. Instructors can add content that they have created and own the rights to, like lecture notes, and two AI “podcasters” will discuss it.
Because it’s only audio content, students can listen to it anywhere they are with their phones. Some comments that I noted were, “Listening to it felt less like studying” and “It was easy to listen to driving in my car.” This adds another layer of content consumption for students.
Balancing AI and instructor presence
Though I offered two technologies to deliver content to students, I do so as supplements to recorded lectures and web meetings. Indeed, in this era of AI, it is easy to become enamored with or apprehensive of this technology. Our students live very digitalized lives. Versing yourself in emerging technologies while still interacting with online students in more “traditional” formats can help you keep up with the times. You can still lean on tried-and-true education delivery. I think the key is to be willing to try a new technology and ask the students what they think of it. So many educators are worried about replacement, but at this stage in technology, we need to use AI as enhancements. So many digital platforms are using it. Why not use it in online classes responsibly?
Written by Britton Legget, Assistant Professor of Marketing at McNeese State University and Cengage Faculty Partner.
Want to learn about Professor Leggett’s unique journey into his current role?
In his State of the Union message last night, President Trump reaffirmed his interest in encouraging rich people from around the world to become US citizens. The price of US Gold Cards, and a path to citizenship, will be $5M per person. Trump added that these Gold Card members would not have to pay taxes to their native countries.
Recently, on a WBUR public radio program with Willis Ryder Arnold and Deborah Becker, author and leading First Amendment attorney James Goodale had some things to say about Donald Trump’s attempts to intimidate the press.
He has been called “the father of the reporter’s privilege” in the Hastings Law Journal because of his interpretation of the Branzburg case.
And now on to Goodale’s comments on WBUR regarding Trump:
So, if you’re not going to fight for your creativity, you’re not going to have a company left. And that applies not only to newspapers, but obviously movies, too. And let me say also, finally, that if you don’t fight, what Trump is going to do, he’s going to go from media company to media company with quasi true cases and pick up money. He’s just on a . . . bribery trail. And I say that from some experience here in New York City, which is exactly what he did before he ran for president. He’d sue everybody who was in the media business and drive them nuts, and the cases would finally go away.
But guess what? It cost the media company some bucks to defend it.
[. . .]
I believe that once the press starts making settlements where it has no real basis, in my humble opinion, for making them, it undercuts that whole role, and more importantly, I think it encourages someone like Trump to keep on doing it.
Similarly, in an exchange with Trevor Timm for The Freedom of the Press Foundation on Feb. 12, Goodale had this to say:
If CBS decides to settle [the “60 Minutes” lawsuit], it will be an absolute disaster for the press. It would be one more domino falling down, handing Trump an undeserved victory against the press. . . . [ABC’s] cowardly settling its case in which George Stephanopoulos said “rape” instead of “sexual abuse,” but since then, Facebook has settled Trump’s even more outlandish suit, and for what? CBS should be standing up and fighting Trump. If I’m them, I’m not letting Trump make me look foolish. Because if it happens, there will be no end. Trump will bring lawsuits against every part of the media, and it will put pressure on everyone else to settle.
Let me make clear that the lawsuit is a bunch of nonsense. Trump’s legal theory doesn’t exist anywhere in the law, and so not only is the settlement bad in terms of putting the onus on everyone else to settle, but the entire premise of the lawsuit is ridiculous. News outlets are allowed to edit interviews! Hard to believe it even has to be said.
[ . . . ]
The suit is from Mars. To my knowledge, I’ve never seen a suit brought like this one where editing is being criticized as constituting consumer fraud. It has no basis in law as far as I’m concerned, and what’s going to happen — if, in fact, the case is settled — is there will be more consumer fraud cases every time the media edits an interview, not only with Trump, but other politicians. And the First Amendment will suffer.
[ . . . ]
[And] the response by the press as we speak has been pathetic. There’s no spokesperson for the press who is out there leading the charge and coordinating a united front with all the news outlets on the same page.
Related
Revenge Storm: ‘Chill all the Lawyers’
“Under my watch, the partisan weaponization of the Department of Justice will end. America must have one tier of justice for all.” — Pamela Bondi (Confirmation hearing for U.S. Attorney General, Jan. 15)
“There are a lot of people in the FBI and also in the DOJ who despise Donald Trump, despise us, don’t want to be there. We will find them. Because you have to believe in transparency, you have to believe in honesty, you have to do the right thing. We’re gonna root them out and they will no longer be employed.” — Pamela Bondi (March 3)
WATCH VIDEO: Trump Signs Anti-Weaponization Executive Order: ‘The Deranged Jack Smith Signing!’
The administration is acting in ways that will necessarily chill a growing number of lawyers from participating in any litigation against the federal government, regardless of who the client is. That, in turn, will make it harder for many clients adverse to the Trump administration to find lawyers to represent them — such that at least some cases either won’t be brought at all or won’t be brought by the lawyers best situated to bring them.
[ . . . ]
[W]hat the Trump administration is doing is far more than just bad behavior; it’s a direct threat to the rule of law—almost as much as defying court orders would be.
Related
Executive Watch
President Donald Trump and his ally Elon Musk portray themselves as near-absolutists when it comes to free speech, engaged in an epic fight to let Americans speak openly again after years of enduring liberal efforts to shut down conservative voices.
But since taking office, the president has mounted what critics call his own sweeping attack on freedom of expression. Some of it aims to stamp out diversity, equity and inclusion and what he terms “radical gender ideology.” Some of it is aimed at media organizations whose language he dislikes. In other cases, the attacks target opponents who have spoken sharply about the administration.
Together, critics — and in some cases, judges — have said Trump’s efforts have gone beyond shaping the message of the federal government to threaten the First Amendment rights of private groups and individuals.
New report on state threats to free speech advocacy and donor privacy
Hurt feelings from the campaign trail fuel retaliatory disclosure demands across the U.S.
Legislative and regulatory proposals in as many as 34 states pose a potential threat to the privacy and free speech rights of donors to the nonprofit community, a new report finds. People United for Privacy Foundation (PUFPF), a national privacy rights advocacy group, warns that state officials are increasingly targeting the ability of nonprofit supporters to maintain their privacy as political polarization rises.
“After a bruising campaign season, many politicians are out for revenge against the groups and donors that dared to criticize them. These efforts reach far beyond traditional political committees to target nonprofits that discuss elected officials’ voting records or advocate on policy issues. Forcing nonprofits to publish their supporters’ names and home addresses is an intimidation tactic that chills free speech and violates personal privacy,” said PUFPF Vice President Matt Nese, a co-author of the report.
The report, “2025 State Threats to Donor Privacy and Nonprofit Advocacy,” analyzes current and past legislation, regulatory proposals, and statements by public officials to catalog potential threats to donor privacy in state legislative sessions occurring across the country.
Forthcoming book on how foreign authoritarian influence undermines freedom and integrity within American higher education
Sarah McLaughlin
A revealing exposé on how foreign authoritarian influence is undermining freedom and integrity within American higher education institutions.
In an era of globalized education, where ideals of freedom and inquiry should thrive, an alarming trend has emerged: foreign authoritarian regimes infiltrating American academia. In Authoritarians in the Academy, Sarah McLaughlin exposes how higher education institutions, long considered bastions of free thought, are compromising their values for financial gain and global partnerships.
This groundbreaking investigation reveals the subtle yet sweeping influence of authoritarian governments. Universities leaders are allowing censorship to flourish on campus, putting pressure on faculty, and silencing international student voices, all in the name of appeasing foreign powers. McLaughlin exposes the troubling reality where university leaders prioritize expansion and profit over the principles of free expression. The book describes incidents in classrooms where professors hesitate to discuss controversial topics and in boardrooms where administrators weigh the costs of offending oppressive regimes. McLaughlin offers a sobering look at how the compromises made in American academia reflect broader societal patterns seen in industries like tech, sports, and entertainment.
Meticulously researched and unapologetically candid, Authoritarians in the Academy is an essential read for anyone who believes in the transformative power of education and the necessity of safeguarding it from the creeping tide of authoritarianism.
Sarah McLaughlin is a senior scholar of global expression at the Foundation for Individual Rights and Expression
Nadine Strossen on ‘The Weimar Fallacy’
FIRE Senior Fellow and former ACLU President Nadine Strossen discusses what is commonly known as The Weimar Fallacy: The idea that, if only the Weimar Republic in Germany had tamped down on Nazis and anti-Semitic speech, Hitler’s rise and the horrors of the Holocaust could have been averted.
As the daughter of a Holocaust survivor, Nadine knows just how ugly anti-Semitism can be — but censorship only makes it worse.
The truth is, there were many hate speech laws in Weimar Germany, and they were strongly enforced against the Nazis — including Hitler himself.
Not only did those hate speech laws help the Nazis gain power, they also helped the Nazis censor anyone who challenged it.
WATCH VIDEO: Would “hate speech” laws have stopped the Nazis?
NAACP-LDF’s Janai Nelson on racism and book banning
LDF Associate Director-Counsel Janai Nelson speaks on the legal challenges to banned books, LDF’s legacy of using the law in order to transform society, and why progress toward racial justice requires we tell the truth about our nation’s history.
WATCH VIDEO: Banned Books Week: Janai Nelson on Ideas & Action
New Book by Gene Policinski traces history of First Amendment
First amendment, threats and defenses have, for much of the past 100 years, largely focused on protecting individual speech, the right of any one of us to express ourselves without interference or punishment by the government. But there is an increasing danger to our core freedoms from systemic challenges, which often involve other issues or circumstances, but which carry a First Amendment impact, if not wallop. – Gene Policinski
Gene Policinski (left) and Kevin Goldberg at Freedom Forum on Feb. 26, 2025. (Credit: Ron Collins)
This fast-paced history of the First Amendment will engage students, educators, scholars and other fans of our nation’s most fundamental freedoms.
In “The First Amendment in the 21st Century,” Gene Policinski, Freedom Forum senior fellow for the First Amendment and past First Amendment Center president, traces the history of the First Amendment through its winding social and legal paths as it has intertwined with world events and cultural change.
He explores how this history shows today’s potential for a First Amendment renaissance even amid new technological challenges.
Deeply researched and clearly written, “The First Amendment in the 21st Century” reconciles the past and the present and opines on the future of our First Amendment freedoms — from the courtroom to the chat room.
New scholarly article: First Amendment Right to Affirmative Action
I discuss various complexities and counterarguments: (1) Race is not different from sex or sexual orientation for purposes of the doctrine. (2) The market context may not matter, especially after 303 Creative. (3) The conditional-federal-funding context does give the government more power than a simple regulatory context; the government will still be able to induce race-neutrality by the threat of withdrawing federal funds, but the unconstitutional conditions doctrine precludes draconian penalties such as withdrawing all funds from the entire institution based only on affirmative action in some units. (4) This theory doesn’t apply to public institutions.
I also explore the potential flexibilities of this theory, based on recent litigation. The scope of the Boy Scouts exception might vary based on (1) what counts as substantial interference with expressive organizations, (2) what counts as a compelling governmental interest, and, most importantly, (3) what it takes for activity to be expressive.
More in the news
2024-2025 SCOTUS term: Free expression and related cases
Cases decided
Villarreal v. Alaniz(Petition granted. Judgment vacated and case remanded for further consideration in light of Gonzalez v. Trevino, 602 U. S. ___ (2024) (per curiam))
Murphy v. Schmitt (“The petition for a writ of certiorari is granted. The judgment is vacated, and the case is remanded to the United States Court of Appeals for the Eighth Circuit for further consideration in light of Gonzalez v. Trevino, 602 U. S. ___ (2024) (per curiam).”)
TikTok Inc. and ByteDance Ltd v. Garland (The challenged provisions of the Protecting Americans from Foreign Adversary Controlled Applications Act do not violate petitioners’ First Amendment rights.)
This article is part of First Amendment News, an editorially independent publication edited by Ronald K. L. Collins and hosted by FIRE as part of our mission to educate the public about First Amendment issues. The opinions expressed are those of the article’s author(s) and may not reflect the opinions of FIRE or Mr. Collins.
OpenAI announced Tuesday that it’s investing $50 million to start up NextGenAI, a new research consortium of 15 institutions that will be “dedicated to using AI to accelerate research breakthroughs and transform education.”
The consortium, which includes 13 universities, is designed to “catalyze progress at a rate faster than any one institution would alone,” the company said in a news release.
“The field of AI wouldn’t be where it is today without decades of work in the academic community. Continued collaboration is essential to build AI that benefits everyone,” Brad Lightcap, chief operating officer of OpenAI, said in the news release. “NextGenAI will accelerate research progress and catalyze a new generation of institutions equipped to harness the transformative power of AI.”
The company, which launched ChatGPT in late 2022, will give each of the consortium’s 15 institutions—including Boston Children’s Hospital and the Boston Public Library—millions in funding for research and access to computational resources as part of an effort “to support students, educators, and researchers advancing the frontiers of knowledge.”
Institutional initiatives supported by NextGenAI vary widely but will include projects focused on AI literacy, advancing medical research, expanding access to scholarly resources and enhancing teaching and learning.
February was a tumultuous month for higher education as President Donald Trump’s agenda began to take shape. His barrage of executive actions threatened federal funding and created uncertainty for colleges, prompting some to freeze hiring and others to pause graduate school admissions.
Even wealthy institutions like the Massachusetts Institute of Technology and Stanford University enacted hiring freezes last month, while Northwestern University paused both hiring and compensation increases, in addition to other moves.
Some institutions were more severely affected by the Trump cuts than others. Federally run tribal colleges like Haskell Indian Nations University and Southwestern Indian Polytechnic Institute lost multiple staff members as the Office of Personnel Management laid off many probationary employees.
But the cuts below are not tied to Trump—at least not directly.
The latest installment of Inside Higher Ed’s monthly roundup of personnel and program cuts at colleges finds those changes largely propelled by financial issues tied to the usual suspects: declining enrollment and rising operational costs.
Catholic University of America
Facing a $30 million structural deficit, the Washington, D.C.-based institution has eliminated 16 positions in the Center for Academic and Career Success and is transitioning to a faculty advising model.
The position of vice president for student affairs was also cut, and CUA has launched a voluntary faculty separation program for full-time faculty with 10 or more years of service, according to an email from President Peter Kilpatrick that was obtained by Inside Higher Ed.
A reorganization of CUA’s colleges is also planned.
“While the specific form of these changes continues to evolve through consultation, the need for substantive reorganization and consolidation is certain,” Kilpatrick wrote in an email to campus.
One former employee, speaking on condition of anonymity, questioned the rationale behind cuts to advising. They told Inside Higher Ed that faculty are already overworked and underpaid and expressed concern about advising responsibilities, which they believe were better left to the ousted advisers.
CUA confirmed 16 job cuts within the Center for Academic and Career Success to Inside Higher Ed but did not address other personnel reductions.
Western Washington University
Officials at the public four-year institution in Bellingham have expanded a plan to lay off employees.
Initially, the university planned to cut 55 jobs, but that has now grown to 74, Cascadia Daily reported. Three dozen of those 74 positions targeted for elimination are currently vacant.
The cuts are in response to an $18 million budget deficit. WWU has thus far shaved off $13 million, but the remaining $5 million means that even more cuts could be on the horizon.
“At this time, we are still working to identify reductions for the remaining $5 million gap. While we are making significant reductions now, our financial position will continue to evolve based on state funding and enrollment trends. More changes may be necessary, and we will provide updates as soon as decisions are made,” officials wrote on a frequently asked questions page.
Columbia-Greene Community College
Grappling with financial challenges, the college in Hudson, N.Y., laid off 17 employees late last month as part of a sustainability plan, The Daily Gazette reported.
Additionally, 11 tenured faculty members accepted retirement incentives.
A college spokesperson declined to provide specifics, calling the layoffs a human resources matter, but told the newspaper that affected positions include faculty, staff and administrators.
Spring Hill College
Six majors and nine faculty members are on the way out at the private, Catholic college in Alabama, which dropped academic programs and cut jobs as part of budget cuts, WKRG reported.
The TV station reported that enrollment dropped by almost 25 percent in recent years, from 1,200 before the coronavirus pandemic to 920 currently, though numbers are trending up for this fall.
The majors cut were biochemistry, chemistry, history, philosophy, secondary education and studio art. A studio art minor was also eliminated.
Tuskegee University
An unspecified number of employees have been laid off at Tuskegee University, WSFA reported.
The private, historically Black university in Alabama declined to specify the number of layoffs, but the TV station reported that employees told them the job cuts arrived abruptly—giving them little time to clean out their desks—and affected personnel in the university’s veterinary program.
“Tuskegee University is always exploring opportunities to provide a stellar academic experience for our students,” university officials said in a statement. “Staffing adjustments are part of that process. These adjustments did not include academic leadership and are minimal in number.”
Our Lady of the Lake University
Amid a “realignment” process, the private, Catholic institution in San Antonio plans to cut academic programs and faculty jobs, though specific details have not been released, Texas Public Radio reported.
“As part of the realignment process, some academic programs will be discontinued and we will modify some academic programs,” university officials wrote on a frequently asked questions page about the coming changes. “We will also reduce some full-time and part-time faculty positions. Some programs have had dwindling interest from students, to the point where they are no longer viable as stand-alone degree plans. Others are trending in that direction.”
The university cited the need to boost enrollment, following recent declines. Though not mentioned on the FAQ page, OLLU has also faced significant legal expenses in recent years due to a 2022 data breach that affected nearly 42,000 employees and resulted in a settlement.
Franklin & Marshall College
Cuts are coming this spring to the private liberal arts college in Pennsylvania, LancasterOnline reported.
Franklin & Marshall president Barbara Altmann wrote in a message to employees that the move was “one piece of a strategic financial sustainability plan.” She added that the college has already made various efforts to trim expenses, including by eliminating vacant positions.
Job cuts are expected in April, though an exact number has not been specified publicly.
“Although the plan is not yet finalized, we are evaluating potential cuts to provide more stability for the entire community going forward. This plan will need to include a reduction in workforce, meaning the strategic elimination of some employee positions, rather than relying on attrition,” Altmann wrote in an email published by LancasterOnline.
Southern Illinois University–Edwardsville
Due to a budget deficit of more than $10 million, cuts are expected to both academic programs and jobs at Southern Illinois University–Edwardsville, The St. Louis-Post Dispatch reported.
In an email to campus, Chancellor James Minor wrote that the university “is not in a financial crisis” but has “long-standing structural imbalances in our budget that must be addressed.”
That plan will include possible changes to academic programs, early retirement incentives and the “consolidation, reduction or elimination of some positions,” according to Minor’s email. Early retirement incentives will be rolled out this spring.
Minor did not specify a timeline for job and program cuts or a target number of reductions.
