Handbook of Operating Procedures 2-2230 (Interim)

Elimination of Academic Programs or Faculty Positions for Academic Reasons or Financial Exigency

Effective May 22, 2026
Executive Sponsor: Executive Vice President and Provost
Policy Owner: Executive Vice President and Provost

1. Policy Statement

The University of Texas at Austin (University) is committed to diligent stewardship of its academic programs and positions and prioritizes fulfilling its responsibilities for managing degree programs and curriculum under Texas law. The University president has the responsibility for determining when to eliminate occupied academic positions, when to abandon an academic program, or occasions when both may occur. Regents' Rule 31003, Elimination of Faculty Positions or Academic Programs, provides the contours for making these determinations. The president is authorized to consult faculty, students, administrative leadership, and any other stakeholders the president deems appropriate, in making a decision under this Policy.
 

2. Reason for Policy

This Policy outlines the procedures to be followed when an academic program or faculty position is under consideration for elimination based on (1) Bona Fide Academic Reasons; or 2) Financial Exigency.
 

3. Scope & Audience

This Policy applies to members of the general faculty, the president, and university administration.
 

4. Definitions (specific to this policy)

Academic Programs:

An instructional program leading toward a bachelor's, master's, doctoral, or professional degree.

Bona Fide Academic Reasons:

These are reasons related to the long-term educational mission, priorities, and strategy of the University. The reasons may include things like poor program quality or effectiveness, misalignment with the University’s mission, failure to uphold academic standards or uphold academic freedom, failure to meet student or societal needs, low enrollment and demand, and redundancy with other existing more effective programs. This list of examples is not exhaustive.

Financial Exigency:

A demonstrably bona fide financial crisis that adversely affects the University as a whole and that, after considering other cost-reducing measures, including ways to reduce faculty costs, requires consideration of terminating appointments held by tenured faculty and other faculty members with current academic appointments by contract or written agreement. Financial exigency could arise from declines in enrollment, significant reduction in operating revenue, significant increase in financial obligations, or substantial changes in educational needs, among other reasons.
 

5. Website (for policy)

https://secure4.compliancebridge.com/utexas/public/getdoc.php?file=2-2230

6. Contacts

7. Responsibilities & Procedures
   1. General Policy

Pursuant to Regents' Rule 31003, Elimination of Faculty Positions or Academic Programs, the president is responsible for determining when to eliminate occupied academic positions or to eliminate academic programs, or both. The president’s determination fulfills the requirements under Texas law for appropriate management of the institution. Other rule provisions regarding termination procedures and notice requirements shall not apply in circumstances where this Policy applies.

2. Assessment of Academic Program and Positions

At the president’s direction, the executive vice president and provost will conduct a thorough review, as described below, of the programs and positions under consideration for abandonment or elimination due to Bona Fide Academic Reasons or Financial Exigency. In instances of Financial Exigency, the University will first consider other cost-reducing measures, including ways to cut faculty costs, before considering elimination of faculty positions.

1. Review Initiation. The president, or delegate, shall select individuals to serve on a review panel charged with assisting the executive vice president and provost in the review process. The majority of the review panel shall be faculty. The president will direct the scope of the review and its considerations.

1. A review based on Bona Fide Academic Reasons may consider, among other things: cost; the appropriate prioritization of degree and supporting degree programs; student demand for programs and enrollment; completion rates; identification of academic positions essential to the University’s mission and those that may be eliminated with minimum effect upon degree programs; and distinguishing positions delivering other critical components of the University’s mission.

2. A review based on Financial Exigency may consider, among other things: an examination of the program’s course offerings; teaching specialties; semester credit hour production; an evaluation of the quality, centrality, and funding of research activities; and/or an assessment of the productivity, community service, and quality of clinical services (in relation to teaching, health care delivery, and scholarly activity).

2. Notification and Faculty Input. Faculty in a program or an academic position that is under consideration for elimination will be notified that the review is occurring. Faculty with a protected property interest in continued employment beyond the anticipated date of possible elimination will be afforded a meaningful opportunity to submit information regarding the potential closure of the program and the potential elimination of their position for consideration during the review process before a final decision is made.

3. Review Panel. The review panel will consider information within the review’s scope, as set by the president, and any faculty submissions provided under the section VII(B)(2) above. After considering the totality of this information, the review panel will provide recommendations to the executive vice president and provost.

4. Provision of Due Process. Together, sections VII(B)(2) and (3) above ensure procedural due process is provided to faculty with a protected property interest before the University reaches a decision.

5. Supporting Rationale. Upon completion of the review process, the executive vice president and provost will provide a recommendation with supporting rationale, whether orally or in writing, to the president for consideration and decision.

6. Executive Vice Chancellor Approval. If the president determines that an Academic Program should be abandoned or academic positions be eliminated, such decision must be approved by the appropriate executive vice chancellor (academic or health affairs) before being implemented. In instances where the decision is based on Financial Exigency, approval by the executive vice chancellor of business affairs is also required.

3. Decision Implementation

1. Establishment of Date. When the decision is based on Bona Fide Academic Reasons, the date for eliminating or phasing out an Academic Program should take into consideration the time required for anticipated completion by students currently enrolled or for facilitation of their placement in acceptable alternative programs.

2. Reassignment Consideration. When the decision is based on Bona Fide Academic Reasons, the president, or delegate, will notify tenured faculty in a program to be eliminated if reassignment to another Academic Program may be possible due to an institutional need in such programs. Interested tenured faculty may submit details of their qualifications for appointment to such Academic Programs for the administration’s consideration.

1. Employment Alternatives. When the executive vice president and provost determines the faculty member may be a good candidate for reassignment based on institutional needs, the provost or designee will meet individually with tenured faculty to discuss the available possible employment alternatives to termination and the faculty member’s qualifications for the position(s).

2. Displacement. If retention of a tenured faculty member results in displacement of a tenured faculty member in another program, the displaced faculty member is entitled to the procedures set forth in sections VII(C)(2)-(3) and VII(D), VII(E), and VII(F) of this Policy. 

3. Termination Notice. For both Bona Fide Academic Reasons and Financial Exigency, if the decision is to terminate the faculty member’s appointment, the executive vice president and provost will send a written notice conveying that decision.

4. Appealable Determination.

5. Appeal Procedures.

1. The review panel will provide a reasonable deadline for the faculty member to prepare and submit written materials to the panel for their consideration and recommendation. The review panel will share these materials with the executive vice president and provost to facilitate the any response to that submission. If the faculty member requested review by submission, no meeting between the faculty member and the review panel is necessary. Regardless of whether the faculty member requested review by submission or requested a meeting, the faculty member may provide a written submission as described here.

2. If the faculty member requests a meeting as part of the reconsideration, the review panel will promptly offer the appealing faculty member available meeting options and indicate whether the meeting will be in-person or via an electronic platform. If possible, this meeting should be held no later than 30 days from the faculty member’s written request for appeal. An appealing faculty member’s failure to make themselves available for the meeting may result in their forfeiture of the right to the meeting.

3. The review meeting will be closed to the public, but the faculty member may have an advisor or representative accompany them.

4. The University may be represented by an administrator, an attorney from the institution, and/or an attorney from U.T. System’s Office of General Counsel.

5. During the meeting, the faculty member and the University will each be provided the opportunity to make oral submissions material to the issue. Oral submissions will be limited to no more than thirty minutes each.

6. The burden of proof shall be upon the faculty member to establish by the greater weight of the credible evidence that the decision to terminate the faculty member as compared to another individual in the same discipline or teaching specialty was arbitrary and unreasonable based upon the evidence presented.

7. After consideration of the submissions on the relevant issues, and in a prompt manner, the review panel will provide its recommendation to the president. The president will make the final determination on the recommendation. This decision is final and unappealable and concludes the review process.

6. Impacted Faculty.

1. Benefit Information. Any faculty member whose employment is terminated pursuant to this Policy shall be informed of applicable benefits available upon termination, such as retirement, accrued leave, and opportunity to continue insurance coverage.

2. Employment Assistance. The University’s Human Resources office shall provide appropriate assistance to affected faculty members concerning their pursuit of available alternative employment opportunities.

7. Extraordinary Circumstances Closure Process.

1. Use. Use of this process must be exceptional and not routine.

2. Documentation. The president, or delegate, shall prepare a written justification for use of this closure process including why the usual process timeline is either not feasible or contrary to students’ best interests.

3. Implementation. At a minimum, any accelerated program closure under this provision must include:

1. required teach-out and communications plans for affected students and faculty; and

2. procedural due process for faculty whose positions are being eliminated and who have a protected property interest in continued employment beyond the date the position will be eliminated.