The consultation process will focus on shaping an operating model that will support UOW's future success and sustainability
The University of Wollongong (UOW) has commenced a preliminary phase of consultation with staff and unions ahead of potential workplace change, in line with the requirements of the University's enterprise agreements.
The next stage of transformation is focused on the University's operations and is separate to the previous Teaching and Learning Change Plan which was released on 14 January 2025 and achieved a $21 million reduction in recurrent expenditure.
Interim Vice Chancellor and President Professor John Dewar AO said the University's revenue has been severely impacted by a reduction in international onshore student enrolments, and the Australian Government's recent move to Ministerial Direction 111 (which relates to how the government processes visa applications) does not reverse the significant financial impact that Ministerial Direction 107 has had on UOW over the last 12 months.
"There is a clear ongoing need to reduce costs and improve the effectiveness of our central services and operations more broadly," Professor Dewar said.
"Our priority is to strengthen our foundations and deliver a sustainable future for the University while ensuring that UOW remains competitive and innovative. To do this, we must continue to make tough choices now to set the University up for a brighter future."
"We know we must address our escalating cost base and reduce our recurrent expenditure by approximately an additional $30 million, and this process will contribute to that objective. In the meantime, we will continue to identify ways to reduce non-salary expenditure in areas like procurement, travel, maintenance, equipment and IT, and other discretionary expenditure."
UOW is committed to a genuine consultation process, which will be conducted in line with the requirements of the University's enterprise agreements.
All UOW staff were informed today (Monday 3 February) and have been invited to provide information and suggestions that they consider relevant for the development of any formal draft change proposal.
The preliminary phase of feedback will be followed by two further rounds of consultation where staff will be given an opportunity to engage directly on any Draft Change Proposal before final outcomes are released in June.
