We are often asked why the University has not yet published figures for the number of staff who will be affected as we reshape the institution.
It is an understandable question. Throughout this period, we have remained committed to communicating transparently with colleagues as much as possible. Where we are able to provide information, we will always do so.
Equally, it is important that any information we share is accurate and reflective of our position as we move through our cost-saving and restructuring programmes, and that any information shared is communicated first to those directly affected.
Before any assessment of our staff numbers, we must first recognise that the University's workforce is continually evolving.
In any given period, staff numbers fluctuate as colleagues join and leave the organisation, retire or take up new opportunities.
Changes are also reflected in seasonal staffing requirements, which see the number of employees rise and fall across many parts of the institution.
These fluctuations mean there is no static baseline or overall employment total against which change can be consistently measured.
At present, there is no University-wide figure that can be published concerning projected numbers of positions that may be affected by cost-saving and our reshaping programme.
This is, in part, because the programme is not a single project but comprises a series of connected initiatives taking place across different areas of the University.
While all activity is subject to robust oversight through coordinated University-wide governance, projects may be at different stages of development depending on their size, complexity and operational requirements. In addition, as project proposals continue to evolve, potential numbers may be subject to change.
Publishing a figure before these processes have concluded would therefore create an inaccurate picture, which may later need to be revised.
Significant organisational change follows a structured process, with proposals thoroughly considered through the University's established governance structures.
Trade unions must also be consulted as proposals develop, forming an essential part of the process before decisions are finalised.
Some aspects of this work are clear-cut and follow a defined schedule, while the progression of others may depend on variables, including further analysis or consultation.
Taking the time to follow these processes carefully and sensitively helps to ensure that decisions are fully considered, informed by expertise across the University and implemented fairly.
At the heart of this process, we have a responsibility to communicate directly with colleagues who may be affected before sharing information more widely.
It is right that colleagues hear from the University first about matters that might affect them, at the appropriate time, with the opportunity to ask questions and access support.
This means there may be times when some staff may not receive the level of detail they might like. However, our priority is to ensure that information is communicated in a way that is accurate, timely and respectful of those most affected.
We are also conscious that estimated figures and commentary may circulate publicly. While this may reflect others' interpretations of the situation, we do not consider them to be accurate and they should not be regarded as confirmed by the University.
Until proposals have completed the appropriate governance process, it would not be fair or accurate to present any estimate or definitive numbers.
As projects progress and details are confirmed, we will make sure that those most affected are informed first, before communicating more widely across our University community.
The decisions we are taking now will place the University on a stronger and more sustainable footing for the future.
As we continue through this period of change, we will also remain responsive to developments across the higher education sector and any emerging risks to the University.
We recognise that this continues to be a challenging period and remain committed to supporting our community throughout.
Alongside regular updates, a range of wellbeing support continues to be available across the organisation, as well as from line managers and HR colleagues.
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