Portland State University (PSU) announced a significant shift in its work policy, requiring most employees to return to on-campus or designated work locations in the Portland area. This directive, communicated by the university’s human resources department on June 4, comes with limited exceptions and is intended to enhance campus vibrancy and face-to-face interactions.
New hires will be expected to work at least four days a week on campus immediately, as detailed in a message from President Ann Cudd.
For existing staff members, about 130 employees, representing less than 4% of the university’s approximately 3,300 non-student workers, will have until September 2026 to transition back to local work if they live outside of driving distance from Portland, barring any qualifying exemptions.
Cudd emphasized the need to revive the campus atmosphere, stating, “It is important that we continue to work toward returning PSU to pre-pandemic levels of campus vibrancy.” She noted that an active campus benefits not just the students, but the broader community and region as well.
Increasingly, PSU has found that the remote work trend has led to reduced campus activity and increased administrative burdens. In recent years, the number of employees working from states other than Oregon and Washington has also risen, with many roles not necessitating remote work.
The new policy has sparked frustration among some employees. Emme Grafton, who is currently managing external funding for research projects, shared her experience of relocating to Minnesota last month after receiving human resources approval. She stated that the changes were never mentioned in her discussions with university officials, leaving her shocked when she learned of the new directive on the day it was announced.
The only exceptions to the new requirement will be for employees whose roles demand they work from a remote location, such as a Washington, D.C. lobbyist, or in cases where positions cannot be filled locally.
Grafton expressed feelings of being “blindsided” by the abrupt policy change, emphasizing the demoralizing nature of how it was implemented. Tessa Paulson, a colleague of Grafton’s, voiced concern regarding how the new directives might affect their department, especially since many coworkers were hired over the last couple of years for positions labeled as “remote.”
Paulson predicted that several employees might choose to resign, either due to financial constraints associated with relocating or reluctance to return to an on-site role.
Grafton mentioned she is unwilling to move back to Portland and is now seeking other employment opportunities. Additionally, other colleagues have also indicated plans to leave the university, leading to fears about increased workloads for those remaining.
This development at PSU mirrors a trend seen in other Oregon education institutions. For instance, Portland Public Schools has announced plans to terminate most remote work for central office employees starting next school year.
According to emails shared with The Oregonian/OregonLive, PSU administrators assert that requiring employees to return to the local area will better position the university to fulfill its mission to serve Portland—socially and economically.
Spokesperson Katy Swordfisk reiterated this sentiment, arguing that a higher concentration of employees in the Portland area would allow the university to extend its outreach and enhance the community’s benefits directly.
“Part of our mission is to educate Oregon’s learners while attracting students and employees from outside of our region to enrich our local community,” Swordfisk wrote.
She concluded by emphasizing that PSU remains committed to its public service mission and will concentrate on hiring individuals who can actively contribute to a vibrant campus community. The communication made clear that this shift is part of a broader strategy to reinvigorate PSU as it adapts to a changing work environment post-pandemic.
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