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Dear colleagues, 
 
Last Thursday, the Chief People Officer advised us about the outcome of the staff ballot for the proposed Enterprise Agreement variation. 
 
The proposed variation would have achieved critical savings, but there was a majority that did not support forgoing the December salary increase. Salaries for EA-covered staff will therefore increase by 2.5 per cent next month in accordance with the EA.  
 
We are grateful for the engagement of our staff in the consultative processes we have been running as we respond to our financial challenges. The Renew ºÚÁÏÌìÌÃwebsite has been visited more than 126,000 times, there were 8,000 total attendees at townhall meetings, with a further 4,011 viewings of townhall recordings. The five change proposal documents have been opened more than 7,900 times. In offering our staff the opportunity to help shape our approach to meeting our savings targets through an EA variation, 4,782 of you have had your say, and your feedback will be respected.   
 
The option to vary the EA was driven by the very real financial challenges confronting us. We have projected deficits this year and next, and our operations are not presently sustainable. All savings are critical to ensure a sustainable University, minimise the impact on staff, research and students, and deliver on our mission.  
 
Our target to reduce spending by $250 million per year has not changed. We will continue to review our financial situation and budgetary targets on an ongoing basis, taking into account feedback received through our consultative processes, our statutory obligations, our progress in achieving savings, our revenue, the significant financial challenges and external factors affecting the University.   
 
We will continue seeking to minimise impacts on staff wherever reasonably possible and continue to focus on achieving savings and improvements in our operations. In terms of salary costs, potential savings may come through better leave management, consolidation of activities and processes to reduce work volume and costs, reduction in staffing in some areas through natural attrition, voluntary measures, and restructuring and reductions where necessary.   

We will need to identify and develop further proposals for consideration and feedback directed at improving the University and addressing the financial and external challenges we face.   
 
Current organisational change update 
 
The University intends to progress the current organisational change proposals for the Facilities & Services, DVC – Academic and the DVC – Research and Innovation portfolios. Implementation Plans for those portfolios have been released today and are available via the Renew ºÚÁÏÌìÌÃwebsite.   

The University notes that the NTEU have raised a dispute under the ºÚÁÏÌìÌÃEnterprise Agreement 2023-2026 in relation to the changes contemplated under these Implementation Plans.   

The Implementation Plans are provided to ensure staff have further information and to enable feedback. The implementation of the changes contemplated by the Implementation Plans are subject to resolution or withdrawal of the current dispute.  

Despite the University using all reasonable endeavours to resolve the dispute, unfortunately the dispute has not fully resolved. 

The University wishes to minimise uncertainty for staff and avoid delay in these important changes. The University has today notified the matter to the Fair Work Commission requesting the Commission’s urgent assistance in addressing the dispute. The University is seeking to promptly resolve the dispute and shall continue to provide you with regular updates to staff.  
 
And remember you can ask questions and provide feedback via org.change@anu.edu.au.  
 
Expenditure Taskforce update 
 
The Expenditure Taskforce was formed to identify opportunities for sustainable non-salary savings across the University. It is a critical initiative aimed at minimising the impact of cost reductions on ºÚÁÏÌìÌÃjobs. By focusing on more efficient, cost-effective processes, the Taskforce is working to streamline operations while preserving our commitment to excellence. You can read the latest update on savings identified by the Taskforce , and you can provide suggestions for non-salary savings .  
 
We will continue to update you and engage with all staff and the community and welcome any and all feedback and suggestions.   
 
Kind regards

 
Jonathan Churchill 
Chief Operating Officer