The University of Utah announced Sept. 9, 2026, a modernization plan that expects to cut between 285 and 855 non-clinical positions over the next year. The initiative, which targets 5% to 15% of the university's non-clinical workforce, aims to consolidate and simplify operations to address rising expenses and long-term financial pressures.
Financial and Demographic Pressures
The planned workforce reduction affects a non-clinical, non-faculty staff of approximately 5,700 people. University of Utah Health is expected to follow a parallel reduction path in coordination with the broader university effort, according to university statements and prior reporting by Gephardt Daily.
University leaders noted that while the university remains financially strong, expenses are currently growing faster than revenues. This trajectory was described as unsustainable over the long term. The institution is facing significant challenges, including declining public trust in higher education, reduced federal research funding, and pressure from Utah leaders to reinvest savings into high-demand degree programs.
Operational Modernization Efforts
The university anticipates demographic shifts that may impact enrollment, with Utah's college-age population projected to begin a multi-year decline starting in 2032. To prepare for these shifts, the university is implementing several operational changes.
Work already completed includes changes in the Office of Advancement and the centralization of the Colleges of Liberal Arts & Sciences. Other ongoing efforts include transitioning siloed staff teams into centralized functions for human resources, IT, and financial services. The university is also implementing Anaplan, a new planning and budgeting platform designed to improve forecasting and decision-making.
Leadership on Institutional Stewardship
President Taylor Randall stated the initiative is part of a strategic effort to prepare the institution for the next decade. "The University of Utah has never become stronger by standing still," Randall said. "One of the most important responsibilities of being a leader is stewardship. We inherited a remarkable university that was shaped by those who came before, and we have an obligation to leave it stronger for those who follow."
Impact on Employees
Chief Financial Officer Gary McArthur explained that the 5% to 15% reduction range provides context for planning and is not a uniform target applied to every unit. He noted that some reductions will occur through normal attrition and retirement, while others may require the elimination of positions.
Jeff Herring, the chief human resources officer, acknowledged the personal impact of these changes on staff. "Uncertainty about job changes and organizational structure creates deeply personal questions for employees and their families," Herring said. He added that while changes are expected, the university aims to support anyone impacted by the process.
Future Workforce Management
The university is currently reviewing requests to fill or create new positions in operational areas undergoing evaluation. The goal is to manage workforce growth while assessing organizational structures and staffing needs. The university has committed to communicating directly and promptly with any employees affected by the modernization work.
