91¾«Ñ¡

91¾«Ñ¡ appreciates the input of all faculty and staff who participated in this fall’s compensation and benefits survey.

Using data from this survey, the university has identified a handful of changes to tuition remission and assistance programs. These changes were identified to help balance the university’s budget (and therefore help control tuition costs for students) while maintaining equity of support for all employees.

The changes were identified in three areas: tuition remission for employees, tuition remission for employee spouses, and 91¾«Ñ¡ tuition assistance for employees. No changes have been proposed for tuition remission benefits for the dependent children of employees.

All employees who are currently participating in programs that are being altered have already been notified of the changes that may affect them. 

These changes are in line with the values expressed by employees in the compensation and benefits survey. On the whole, faculty and staff rated healthcare coverage (including the Nonstop Wellness coverage that offsets deductible costs), the university’s 9% contribution to retirement accounts, and tuition remission for children of employees as high priorities. No changes to those top priorities have been proposed in the developing 2025-2026 budget.

Tuition remission and assistance for employees and their spouses were rated as less critical by employees in the survey — and also are minimally used benefits. 

Tuition Remission for Employees

The opportunity for employees to take under91¾«Ñ¡ classes for free will remain, but with limits. Employees who are pursuing their first bachelor’s degree will continue to be eligible for tuition remission. Full-time, benefit-eligible employees in good standing who already have a bachelor’s degree will not be eligible for tuition remission as degree-seeking students, but they will be able to audit courses at a rate of $50 per credit (previously $450 per credit). Any employee taking classes — degree-seeking or auditing — will need to document how they will meet work obligations while attending classes.

Tuition Remission for Employee Spouses

Tuition remission for employee spouses in Pacific’s under91¾«Ñ¡ programs will be phased out. Those who are currently receiving the benefit will continue to be eligible through the 2025-2026 academic year, but no new participants will be accepted. The benefit will end starting with the 2026-2027 academic year.

Graduate Tuition Assistance for Employees

Employees currently receiving 91¾«Ñ¡ tuition assistance ($5,250 per calendar year toward their non-clinical 91¾«Ñ¡ or professional degree at Pacific) will be able to continue the benefit through Spring 2026. No new participants are being accepted, and the assistance program will be eliminated in the 2026-2027 academic year. This benefit will be replaced, however, with a centralized professional development fund that will allow employees to apply for support for continued education, be it in a Pacific program or through other educational and professional opportunities. The professional development fund is designed to provide more equitable access for employees across different professions and education levels — and with a variety of work schedules — to access support from the university.