Sep 05 2014

The Faculty Non-renewal Process

Category: Academic Integrity,Online PublicationBob Hanke @ 2:55 pm

‘My Position Became 6 Separate Contracts for 40 Pct. Less Pay’

by Marc Ouellette

(excerpted from The Chronicle of Higher Education, August 28, 2014)

To the Editor:

I have to admit that I have generally avoided writing too much about my own experience as a contract faculty member because, quite frankly, it does always sound somewhat maudlin. Then I realized that it’s not maudlin if it’s typical; rather, it’s part of a pattern. The pattern is one of blame, denial, obfuscation and, yes, the entitlement Catherine Stukel lists in her jeremiad (“Is That Whining Adjunct Someone We Want Teaching Our Young?” The Chronicle, August 25). However, the entitlement is entirely on the side of those like Ms. Stukel who are quick to point out that things went well for them and therefore if it didn’t go well for the rest of us, it’s our own fault. I do appreciate a good example of transductive reasoning when I see it.

To be sure, it wasn’t my fault when my home province added more than 100,000 students across the board in a period during which they deleted more than 1,100 full-time faculty positions. Indeed, I was hired on a tenure-stream-convertible basis, but nobody wanted me or my predecessor—the position had existed for almost a decade, teaching core courses in the second most popular combined honors program in the faculty—to achieve tenure stream because that would mean a loss of teaching. The chair even joked about it with others during department meetings. While I still had to manage the 40-40-20 load on that contract, I was teaching 3+3 instead of 2+2. The part that was my fault was succeeding. To get that job, I still had to interview and later found that I was definitely the darkest horse in what was expected to be a dog-and-pony show to confirm the hiring of a favorite of certain members of the committee. (As an aside, the dog-and-pony-show interview has become something of a pattern itself and I have come up with some questions to ask hiring committees so that I can tell whether I’m the dog or the pony.) My first year, I earned a merit award in the top third while achieving some of the highest teaching evaluations in the faculty. What made the latter more intriguing was the fact that these were large classes. Eventually, after several years of nominations and being a finalist, I did receive the major teaching award.

In the interim, mind you, my department and faculty decided that I was too expensive, as were 9 of my colleagues. So, during a semi-official moratorium on tenure-stream hiring, my position became six separate contracts for 40 percent less pay (at the time) instead of being converted to tenure-stream. To make things worse, when my students found out via a colleague’s reportage of the same scenario, they banded to protest. This, combined with my excellent evaluations made it clear that I was a Rasputin in the process and was only popular because I was easy on students (with Cultural Studies being an easy ride to begin with). While I continued teaching and became a union activist as a result of the increasingly terrible treatment colleagues and I were receiving, the move to right the wrongs was clearly a further misstep on my part, as three separate grievances (two settlements and one unresolved) will attest.

The last was most interesting and came after a round of provincial negotiations (I had attained the position of vice-chair of the committee for the largest union in the province) in which I was told point-blank by the provincial representative for Ontario and by the human resources chiefs for the Council of Universities that adjuncts “are in the way of graduate students.” I had heard this in the department from my chief rival, in particular. What made this most insulting was the fact that they had developed, cultivated, and perpetuated this myth to obscure their own faculty non-renewal process! Their own policies eliminated more than 1,100 positions, let alone the thousands needed to accommodate current and future growth. Instead, the fastest growing employment segments have been post-docs (who can be disappeared after three years, as if they never happened) and executives. An economist at my own institution did the research for the government(s) regarding the need for faculty renewal and expansion. Yet this data was not only ignored, but the the province and the Council representatives denied its very existence. Then again, they weren’t that happy when some of us obtained the actual budget and revealed that the university was misleading people about its surplus.

To read the rest of this letter, click here.

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Jun 28 2014

The Plight of Hidden Academics

Category: Academic Freedom,Academic Integrity,Contract FacultyBob Hanke @ 11:50 am

on TVO, The Agenda, June 23, 2014

Many of Ontario’s colleges and universities employ sessional lecturers. What does that mean for the quality of education Ontario students are receiving?

Panelists: Moria MacDonald, Marie Van der Kloet, Bob Hanke

To watch this half-episode, follow this link.

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May 19 2010

Wake-Up Call for Tenured Faculty

Category: Academic Freedom,Academic IntegrityBob Hanke @ 7:07 am

Confessions of a Tenured Professor

by Peter D. G. Brown
(excerpted from Inside Higher Ed, May 13, 2010)

I must confess right off that I did not become a contingent labor activist until I turned 60, a mere six years ago. Until then, I was a fairly typical senior professor, passionately involved in teaching my students and interacting with my tenured colleagues on a variety of faculty governance committees. I have also pursued a fairly active research agenda. In addition to publishing my own scholarly articles, I have edited over a hundred books dealing with modern German literature, Jewish history and women’s studies. This year saw the publication of the third book I have written on Oskar Panizza, the 19th-century German author.

When I began teaching at Columbia and Barnard in the 1960s, almost all the positions in their German departments were tenure-track. I came to SUNY New Paltz in the 70s, when there were only a couple of virtually silent and invisible part-time adjuncts among the 35 teachers in the entire Foreign Language Division. It was not until a few years after the dawn of the new millennium that I, like Rip Van Winkle, “awoke” after decades to a brand new reality: the number of tenure-track faculty in my department had shrunk to a mere 10, while some two dozen adjuncts were now teaching the bulk of our foreign language courses. Yikes!

As everyone in academe now knows, the professoriate has experienced a radical transformation over the past few decades. These enormous changes have occurred so gradually, however, that they are only now beginning to receive attention. The general public has remained largely unaware of the staffing crisis in higher education. As contingent colleagues around the country came to outnumber the tenured faculty and as they were assigned an ever larger share of the curriculum, they became an inescapable fact of academic departmental life.

Nationally, adjuncts and contingent faculty — we call them ad-cons — include part-time/adjunct faculty; full-time, nontenure-track faculty; and graduate employees. Together these employees now make up an amazing 73 percent of the nearly 1.6 million-employee instructional workforce in higher education and teach over half of all undergraduate classes at public institutions of higher education. Their number has now swollen to more than a million teachers and growing.

I must confess that belonging to the de facto elite minority makes me very uneasy. Most tenured faculty view themselves as superior teachers with superior minds. In this view, the arduous six-year tenure process clearly proves that all of us are superior to “them” and have deservedly earned our superior jobs by our superior gifts and our superior efforts. I must also confess that we tenured faculty really do appreciate the fact that ad-cons have unburdened us from having to teach too many elementary foreign language courses, English composition and the many other tedious introductory, repetitive and highly labor-intensive classes, to which we tenured souls have such a strong aversion that it must be genetic.

As I got to know my adjunct colleagues better, I began to see these largely invisible, voiceless laborers as a hugely diverse group of amazing teachers. Some are employed at full-time jobs in education or elsewhere, some are retired or supported by wealthier others, but far too many are just barely surviving. While instances of dumpster diving are rare, adjunct shopping is typically limited to thrift stores, and decades-old cars sometimes serve as improvised offices when these “roads scholars” are not driving from campus to campus, all in a frantic attempt to cobble together a livable income. Some adjuncts rely on food stamps or selling blood to supplement their poverty-level wages, which have been declining in real terms for decades. At SUNY New Paltz, for instance, adjuncts’ compensation when adjusted for inflation has plummeted 49 percent since 1970, while the president’s salary and those of other top administrators have increased by 35 percent.

In considering the plight of ad-cons, it is noteworthy that throughout SUNY they are represented, along with their tenure track colleagues, by United University Professions (UUP), America’s largest higher education union with some 35,000 members. The union’s contract has yet to establish any salary minimum whatsoever for the many thousands of UUP members who teach as adjuncts throughout the SUNY system that serves 465,000 students. After I first learned that each campus had a Part-Time Concerns Committee, I was dismayed to discover that our UUP chapter’s “Part-Time Concerns Rep” was actually a tenured professor who was out of the country for a year doing research. I soon became convinced that our adjuncts could use a more independent organization and a stronger voice of their own.

When I sent out an e-mail with the subject line “Calling all Adjuncts” in 2004, about 10 percent of the 350 adjuncts teaching here showed up for an initial organizational meeting. This was the largest meeting of adjuncts that had ever occurred in the college’s 182-year history. At that meeting, several dozen brave adjuncts formed the Adjunct Faculty Association. Soon thereafter, the adjunct group launched a highly visible campaign to push for higher compensation, and in less than a year it had brought about the first substantive wage increase in years.

The adjunct association’s leaders would later also become activists within UUP, where they broadened their struggle for contingent equity. Together with adjunct activists from other SUNY campuses, we formed a Coalition for Contingent Faculty within UUP. A recent report recommends the establishment of a new statewide officer’s position, vice president for contingent employees, as well as structural changes within the union to ensure meaningful ad-con representation on UUP’s executive board, in its delegate assembly, and on its contract negotiations team.

Five years after convening the adjuncts in New Paltz, I did something similar on a national level. I confess to having served as emergency midwife at the birth of New Faculty Majority: The National Coalition for Adjunct and Contingent Equity. NFM, the only national organization advocating exclusively for ad-cons fifty-two weeks of the year, is now incorporated as a nonprofit educational organization in Ohio, awaiting federal tax-exempt status. NFM’s latest project is a major national initiative to remove impediments at the state and federal level, which, since the 1970s, uniquely and systematically deny unemployment compensation to ad-cons when they become unemployed. Tenure-track faculty, ad-cons, unions, legislators and other government officials urgently need to work together to assure that unemployed college teachers can finally receive unemployment compensation, just like workers in other professions. The need is particularly acute in difficult times like these with critically high rates of unemployment, foreclosure and bankruptcy.

Those contingent colleagues who were unfamiliar with my previous work have easily overcome their initial hesitation and puzzlement at working with me, a member of the oppressive tenured elite that they have grown to generally mistrust, if not actually despise. They saw me invest thousands of hours and substantial financial resources to advance the cause of contingent equity, and their fear has long since dissipated. But even now, when they disapprove of a position I’m taking and want me to back off, they are quick to accuse me of acting like a typical tenured professor, their ultimate insult. And I must confess that it really hurts.

I am also asked by tenured faculty why on earth I would be spending so much time and effort advocating for a group of “others” whose fate I have never shared. I suppose this is a perfectly legitimate question, but I do find it a bit odd. Why wouldn’t I insist that these precarious colleagues be allowed equitable compensation, job security, fringe benefits and academic freedom? And why shouldn’t I want them to have equitable access to unemployment compensation, professional development and advancement?

What kind of callous person would I be if I were not profoundly disturbed by such obvious inequality? And what does it say about myentire profession when over 70 percent of those teaching in American colleges today are precarious, at-will workers? This new faculty majority, frequently and erroneously mislabeled as part-timers, are often full-time, long-term perma-temps, whose obscenely low wages and total lack of job security constitute what is only now being recognized as the “dirty little secret” in higher education.

The exploitation is indeed filthy, but for me and my tenured colleagues, this scandal is neither little nor secret: the vast majority of those well-educated, skilled professionals who daily teach millions of students in our classrooms are actually being paid far less than the workers who nightly clean them. Ad-cons are treated as chattel or as servants who can be dismissed at the will and whim of any administrator from departmental chair to dean or provost. And woe to those ad-cons who elicit the wrath of their campus presidents! They can be non-renewed without any due process whatsoever, simply zapped, either individually or by the hundreds. We all know this, but most tenured faculty colleagues choose to simply look the other way. C’est la vie. Tough luck. Life just isn’t fair. Keep on walking and change the subject.

This is such an outrageous injustice that I am embarrassed and shamed by my tenured colleagues’ widespread inaction. Even most of my union “brother and sisters” voice little concern about a two-tiered system where they make at least three times as much per course as their adjunct colleagues and enjoy all the other wonderful perks of tenure: lifetime job security and the academic freedom it provides, regular opportunities for advancement and promotion, comfortable pensions, large furnished offices, telephones, computers, sabbaticals and other generous leave opportunities — the list goes on and on. As the wine flows freely at lavish banquets during delegate assemblies, my fellow unionists sing “Solidarity Forever!” Yet the huge numbers of ad-cons are barely represented at delegate assemblies or in most union leadership councils. Even though unions focus now and then on the poorest and weakest members of their bargaining units, in my experience ad-con issues are only included, if at all, at the very bottom of organized labor’s legislative agendas. Unfortunately, across-the-board pay raises inevitably increase the gap between tenure-track and adjunct faculty.

The argument frequently cited to explain or justify the inferior status of ad-cons is that most of them lack terminal degrees. Perhaps a quarter to a third possess doctorates and other terminal degrees, but most do an excellent job in daily teaching millions of college students their courses in English, business, law, medicine, science, foreign languages, math, art, education, history, business, forestry, speech, media communication, theater, music, social sciences, anthropology, film, philosophy and just about any other field imaginable. Though less than half of the ad-cons have Ph.D.’s or other terminal degrees in their field, there is no evidence I have seen to suggest that those with terminal degrees are actually better teachers than those without them. While faculty with the most advanced degrees are likely to be pursuing more significant research, that is hardly justification for treating those focused primarily on teaching as if they were expendable, easily replaceable field hands.

I confess that I must have been overly naïve, but I was utterly dumbfounded when an administrator repeatedly told me that he saw no value whatsoever to the institution in keeping any adjunct instructors more than a couple of years, after which they ought to simply move on and find something else to do. I’m sure my tenured colleagues would find it totally unacceptable if they could be told at the end of any semester that they should simply leave, that there was no value to their accumulated expertise, thank you, because the college wished to hire a fresh young face at a lower salary.

It is time that more tenured faculty woke up to the fact that their entire professional existence, replete with their comfortable incomes, their fascinating research, their coveted sabbaticals, their agreeable teaching loads of less labor-intensive and more satisfying courses — all this is made possible by the indispensable efforts of a million ad-cons doing so much more for so much less. Equitable compensation, health and retirement benefits, opportunities for advancement and professional development: all these should be available for everyone in higher education and are long overdue. Since teachers’ working conditions equal students’ learning conditions, it is a truly deplorable message we are sending our students! With more than 70 percent of our college teachers lacking any kind of job security, academic freedom has largely disappeared from our colleges, drastically lowering the overall educational quality. It is of such grave concern to professional societies and the American Association of University Professors that they are now strongly advocating some form of tenure for contingent academic labor.

I must confess that, as a group, ad-cons often strike me as more fun to be with than many of my tenured colleagues, whose focus on research interests is typically quite narrow. It’s difficult for me to hear my tenured colleagues chatting about vacation travels, car shopping or the challenges of sending their children to private schools and colleges, when so many of our contingent colleagues are trying desperately to find summer work, praying that their cars will run for another year and wondering if their children will even be able to afford college. Adjuncts typically focus on teaching, and the precarious nature of their employment drives them to excel in their classroom performance. Not surprisingly, they often have a more lively interest in developing innovative pedagogy. In my experience, most faculty meetings that exclude ad-cons tend to largely serve administrative interests. Even union meetings with my tenured colleagues, though frequently lasting five hours, often accomplish precious little. In contrast, organizational meetings with my busy contingent colleagues last half as long and are invariably dynamic, interactive and productive.

Tenured faculty members across the country need to wake up now and begin to play a crucial role in supporting equity for their contingent colleagues. This is your official wake-up call, folks, along with a cordial invitation to all ad-cons and tenure-track faculty to please join New Faculty Majority today! If more tenure-track faculty would summon the courage to speak out in support of their fourth-class colleagues, it could really make a decisive difference in college senates and governance councils, in union governing bodies and in state legislatures. Not only are tenured faculty members largely immune from retaliation; they possess widespread credibility plus significant monetary and other resources to help tip the scales in favor of equity. Slavery was not ended without the selfless support of free persons. Women could not have achieved their substantial gains over the past century without the outspoken support of more than a few men, nor would civil rights and gay rights struggles have been able to successfully advance without the sizable backing from those fortunate enough not to be victims of discrimination.

Will my tenured colleagues in higher education heed the urgent call to help restore academic freedom, solidarity in fact as well as in song, and the integrity of the profession? I must confess, I really don’t know.

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Jul 28 2009

Increase in Part-time Academic Labour World-wide

Category: Academic Integrity,News,University FinanceBob Hanke @ 9:15 pm

CAUT president highlights threat posed by the casualization of academic work at the UNESCO World Conference on Higher Education

(excerpted from CAUT News, July 13, 2009)

Around the world, more and more university and college administrations are using the economic crisis as a pretext to impose hiring freezes and lay-offs, and to increase the use of part-time and fixed-term academic staff hired at low pay, with few if any benefits and no job security.

This was the key message in a presentation by CAUT President Penni Stewart at the UNESCO World Conference on Higher Education in Paris.

“Higher education is quickly becoming one of the most casualized professions, perhaps second only to retail services,” said Stewart. “In many counties, fixed-term academic staff comprise the majority of those teaching in post-secondary systems.”

Stewart pointed out that in the United States, close to three-quarters of academic staff are off the tenure track, and in Central America, the number of professors employed on a casual basis has doubled in the past ten years.

In Uganda, Stewart said, the government floated a proposal a few years ago to eliminate tenure and convert all professors in the country onto fixed-term contracts.

“The conditions of work for contingent faculty are generally poor – especially in contrast with their full time peers,” she said. “Many teach multiple courses – sometimes at several institutions….contingent staff are given few opportunities to participate in governance, wages are low relative to full time academic staff, and access to research and conference funds, libraries and office space is limited.”

Stewart said the casualization of academic labour is “perhaps the most significant threat to academic freedom today.”

“Let’s be perfectly clear: staff employed on fixed-term contracts do not need to be fired if they offend powerful interests,” she said. “Instead, their contracts are simply not renewed.”

The international conference brought together over 1,000 participants from around 150 countries at UNESCO Headquarters over four days, including ministers, university rectors, faculty, students and representatives of the private sector as well as regional and multilateral institutions.