When I wrote my book, my guiding principle was to write a book that I would like to read when I enter a management position.
Now there is a topic I would like to read, but I don’t have the research base to write about it. So I’m going to throw it out into the virtual waters and hope that someone with the ability to write it will pick it up.
It will focus on budget cuts that don’t hurt.
The devastating cuts are obvious: layoffs, program closures, college closures, student recruitment, deferred retention, wage deductions, travel freezes, etc. It’s a well-worn playbook right now. (It has been confirmed that the IHE is actually using the monthly title just to keep pace with major budget measures at colleges and universities across the country.) Many of the moves in this category involve either attacking workers’ compensation, which causes obvious pain, or shutting down necessary investments and life and the gradual decline in quality.
I’d like to be able to avoid the question entirely, but that’s not really an option. And some of the biggest political changes that can make a big difference are beyond what any given college can accomplish on its own.
I’ve seen a few harmless cuts, but nothing like systematic research. This is where a budding scholar can make a real difference. Managers across the country can eat a good piece that explains non-toxic ways to free up resources.
Examples of cuts that don’t hurt include:
- Energy efficiency. Utilities are a recurring part of the operating budget. Improving the efficiency of heating, cooling and lighting can free up money for other purposes without hurting anyone in the facility. It can also reduce the impact of a local facility on the environment, which is a positive effect in itself.
- Benefits for refusing health insurance. I have seen colleges offer eligible employees small annual fees to waive college-provided health insurance. In practice, this probably indicates that the employee is continuing his partner’s plan. It’s a cost-shifting, long-term health insurance solution, but enticing certain workers with the option to take that option lowers the cost of college without leaving anyone exposed.
- Early retirement benefits. Replacing a senior with a new relative often saves tens of thousands of dollars a year. As long as the move is truly voluntary, it can be a win. Of course, if those who retire are not replaced, the damage is done to the person who did not get the opportunity to be employed. That person is often impossible to name individually, but the results are seen in combination.
What they have in common is that they don’t force, they don’t set goals and they can result in big savings.
What else have people done that cuts costs other than unnecessary pain or mechanical cleaning? If you saw a good one, please write to me at deandad (at) gmail (dot) com; I’ll compile the best ones and publish them in an upcoming column. And if you are a budding researcher looking for a title that will gain you respect and wider attention in the field, by all means, have at it. Take mind of my blessings.
Thank you!
