For the board of directors
What changes on 2 September, what it saves, and what the board is asked to do. Positions only, no names.
Four grants have ended or end within weeks. Grant income falls from $2,874,450 to $1,018,750, 65 percent in a single year, and Arukah now spends about $158,000 a month more than it receives.
The plan reaches 1 December 2026 with four options still open: merge, wind down, close, or continue. The reductions stabilise operations within about 60 days, showing the 90-day position with 30 days left to change course.
| Function | Positions | Note |
|---|---|---|
| Operations | 3 | Includes functions moving from employed to contracted |
| Mobile Crisis | 2 | Programme retained. Staffing reduced, not eliminated |
| Pathways | 2 | Programme folded into clinical services |
| Clinical Services | 1 | Caseload redistributed under the service integration model |
| Administrative Services | 1 | Consolidated |
| Case Management | 1 | Supervisory layer removed |
| WORTH | 1 | Grant deliverable met by moving an existing employee into the role |
| Total positions eliminated | 11 | Plus two consultant engagements that ended earlier |
Two further changes are announced the same day: a clinical and psychiatry service integration model written by the leadership team, and a change to the paid time off policy.
The leadership team took the preliminary list and produced a revised one. It cuts $78,794 deeper than the preliminary figure.
| Line | Amount |
|---|---|
| Annual salary, 11 positions | $667,028 |
| Fringe at 25 percent | 166,757 |
| Gross value of the revised list | $833,785 |
| Less: four eliminations that are conditional | (316,323) |
| Less: positions funded by grants that are themselves ending | not yet answered |
| Firm today | $517,462 |
assumptionThe honest range is roughly $430,000 to $834,000. Four unanswered questions decide where in that range it lands: whether another employee absorbs one role, whether a second is legally available to eliminate, whether a third is a reshuffle rather than a reduction, and whether the state permits a fourth post to sit vacant. The full plan lists all four with owners.
Separately, the vacation owed to the eleven at separation is $20,982.77. Severance, notice pay and unemployment insurance are not yet costed.
reported Staffing reductions, service consolidation and expense reductions. Management decisions under the interim chief executive, reported for oversight.
for approval, 5 September The paid time off policy change. It alters terms of employment and sits in the employee handbook. It therefore cannot take effect on 2 September with the rest, and the announcement will say so.
feedback Send comments on the full plan by Monday 31 August, morning. Anything received by then is answered directly and, where accepted, built into the rollout.
No employee names appear here and none should appear in a reply. Eleven people do not yet know, and they are entitled to hear it from Arukah rather than from a neighbour.