Submitted by Ry Rivard on October 18, 2013 - 3:00am
Two weeks after Howard University's president announced he would step down this year after five years in office, the university's Faculty Senate voted no confidence in the board, The Washington Post reported. "The no-confidence vote again focused a spotlight on a board that has had recent internal disputes," the newspaper said.
A faculty grievance committee at the University of North Dakota has found that an assistant professor of French was unfairly denied tenure based on her alleged lack of collegiality, the Forum of Fargo/Moorhead reported. Sarah Mosher, who has been at the university since 2008, was denied tenure last year and received a terminal contract for this academic year. The University Senate’s Standing Committee on Faculty Rights reviewed Mosher’s case during 32 hours of hearings – which were open to the public, at her request – last month. The committee delivered its report to North Dakota President Robert Kelley this week, recommending that he take a “proactive stance to resolve the underlying departmental issues surrounding this grievance.” The committee also found that the Modern and Classical Languages and Literatures Department, which recommended against Mosher’s tenure, suffered from “discord, dysfunction, chaos and interpersonal conflict.”
During hearings, witnesses said that she lacked collegiality by rolling her eyes at faculty meetings, slamming doors, being argumentative and competing for students, but performed well in the three areas required for tenure: teaching, scholarship and service. The committee found that collegiality was not an “implied” criterion, according to departmental and college policies, and that Mosher had not been intentionally disruptive to the department. Kelley has until Nov. 4 to decide whether to give Mosher another chance at applying for tenure, this time in accordance with college guidelines.
A university spokesman declined to comment on the matter, pending review by the president. Birgit Hans, the department chair, also declined to comment. Mosher could not immediately be reached for comment. Greg Scholtz, director of tenure, academic freedom and governance at the American Association of University Professors, said the organization historically opposes collegiality as a fourth tenure criterion, mainly due to the potential constraints it puts on academic freedom. It can encourage homogeneity and chill debate and discussion, AAUP says.
Because of my experience as former CEO of the Seagram Corporation, young business students and aspiring entrepreneurs often seek my advice on the best way to navigate the complex and daunting world of business. As college students begin to think about selecting their majors, they may be influenced by the many reports coming out this time of year that tell them which majors provide the highest post-college earning potential. Last month, PayScale released its 2013-2014 report, lauding math, science and business courses as the most profitable college majors.
My advice, however, is simple, but well-considered: Get a liberal arts degree. In my experience, a liberal arts degree is the most important factor in forming individuals into interesting and interested people who can determine their own paths through the future.
For all of the decisions young business leaders will be asked to make based on facts and figures, needs and wants, numbers and speculation, all of those choices will require one common skill: how to evaluate raw information, be it from people or a spreadsheet, and make reasoned and critical decisions. The ability to think clearly and critically -- to understand what people mean rather than what they say -- cannot be monetized, and in life should not be undervalued. In all the people who have worked for me over the years the ones who stood out the most were the people who were able to see beyond the facts and figures before them and understand what they mean in a larger context.
Since the financial crisis of 2008, there has been a decline in liberal arts disciplines and a rise is pragmatically oriented majors. Simultaneously, there was a rise of employment by college graduates of 9 percent, as well as a decrease of employment by high school graduates of 9 percent. What this demonstrates, in my mind, is that the work place of the future requires specialized skills that will need not only educated minds, but adaptable ones.
That adaptability is where a liberal arts degree comes in. There is nothing that makes the mind more elastic and expandable than discovering how the world works. Developing and rewarding curiosity will be where innovation finds its future. Steve Jobs, the founder of Apple, attributed his company’s success in 2011 to being a place where “technology married with liberal arts, married with the humanities … yields us the results that makes our heart sing.”
Is that reflected in our current thinking about education as looking at it as a return on investment? Chemistry for the non-scientist classes abound in universities, but why not poetry for business students? As our society becomes increasingly technologically focused and we build better, faster and more remarkable machines, where can technology not replicate human thinking? In being creative, nuanced and understanding of human needs, wants and desires. Think about the things you love most in your life and you will likely see you value them because of how they make you feel, think and understand the world around you.
That does not mean forsaking practical knowledge, or financial security, but in our haste to get everyone technically capable we will lose sight of creating well-rounded individuals who know how to do more than write computer programs.
We must push ourselves as a society to makes math and science education innovative and engaging, and to value teachers and education. In doing so, we will ensure that America continues to innovate and lead and provide more job and economic opportunities for everyone. We must remember, however, that what is seen as cutting-edge practical or technological knowledge at the moment is ever-evolving. What is seen as the most innovative thinking today will likely be seen as passé in ten years. Critical to remaining adaptable to those changes is to have developed a mind that has a life beyond work and to track the changes of human progress, by having learned how much we have changed in the past.
I also believe that business leaders ought to be doing more to encourage students to take a second look at the liberal arts degree. In order to move the conversation beyond rhetoric it is important that students see the merits of having a liberal arts degree, in both the hiring process and in the public statements of today’s business leaders.
In my own life, after studying history at Williams College and McGill University, I spent my entire career in business, and was fortunate to experience success. Essential to my success, however, was the fact that I was engaged in the larger world around me as a curious person who wanted to learn. I did not rely only on business perspectives. In fact, it was a drive to understand and enjoy life -- and be connected to something larger than myself in my love of reading, learning, and in my case, studying and learning about Judaism -- that allows me, at 84, to see my life as fully rounded.
Curiosity and openness to new ways of thinking -- which is developed in learning about the world around you, the ability to critically analyze situations, nurtured every time we encounter a new book, or encountering the abstract, that we deal with every time we encounter art, music or theater -- ensures future success more than any other quality. Learn, read, question, think. In developing the ability to exercise those traits, you will not only be successful in business, but in the business of life.
Edgar M. Bronfman was chief executive officer of the Seagram Company Ltd. and is president of the Samuel Bronfman Foundation, which seeks to inspire a renaissance of Jewish life.
A new paper from the Delphi Project argues that some key ways colleges can support adjunct faculty don't cost anything, despite administrators' assertions that they can't afford to improve working conditions.
For the layperson, the solution to the problem of low wages for part-time workers might be simple: a full-time job. But for part-time professors in U.S. postsecondary education, the hopes of landing a full-time job can be about as remote as winning the lottery -- especially in disciplines where part-timers outnumber their tenured full-time colleagues.
The layperson might also assume that full-time professors and their unions naturally favor equal pay since their jobs could be undercut by cheaper part-timers. But in the case of tenured faculty, their full-time jobs are guaranteed by tenure and thus they have little to gain from equal pay for part-timers. The fact that full-time faculty are tenured and are paid more per course has given rise to the elitist notion that full-time faculty are superior and more deserving.
And that in turn affects consideration of proposed legislation like California’s AB 950 (which was proposed this year), which would protect the ability of full-timers to teach up to 150 percent of full-time while depriving part-timers of the chance to teach those sections. Often seen as an entitlement by the full-timers, faculty overtime has caused disputes; in Wisconsin, an American Federation of Teachers part-time union challenged its AFT full-time counterpart. But inequities go far beyond overtime pay. For faculty and administration, it may take exposure to the egalitarianism of a system like Vancouver Community College’s in British Columbia -- where part-timers have equal pay, equal work, and job security -- to realize how internalized notions of full-time faculty elitism are manifest in U.S. higher education:
Disguised Low Pay
Not only are professors off the tenure track paid at a much lower rate -- in violation of the principle of equal pay for equal work -- their low wages are rarely disclosed in a forthright manner. The Washington State Board for Community and Technical Colleges, for example, has long reported "part-time" faculty salaries as a percentage of what "full-time" faculty earn, as 60 percent of the average full-time faculty salary of $58,000, or $34,500 a year, which to the layman would seem a reasonably handsome average income for “part-time” work.
But a note in the same board report explains that $34,500 is not actual but hypothetical earnings -- what a part-timer would earn if he or she taught full-time. A more realistic average part-time faculty workload would be half-time, which would yield $17,400 a year, which is below the 2013 federal poverty level of $19,530 for a family of three. Indeed, since part-time faculty are not allowed to work full-time, reporting their income as if they were full-time is misleading.
Lack of Raises for Experience and Professional Development
Many full-time faculty are granted automatic step raises in recognition of experience/promotion in rank and professional development, but not most part-timers. In Washington State, from 1999 to 2004, 90 percent of all appropriations for salary step increments went to the full-timers (who represented only one-third of the faculty), which contributed to the state’s current biennial disparity of over $115 million between part-time and full-time faculty salaries.
Smaller Raises and Cost of Living Adjustments (COLAs)
Bargained pay raises and cost of living adjustments are routinely calculated on an equal percentage basis for the part-time and full-time faculty. But since part-time salaries are lower, their pay raises and COLAs are lower too, which also contributes to increasing the pay disparity.
Workload Limitations or Caps
Few people are aware of the limitation on non-tenured faculty workload, often called “caps,” which prohibit non-tenured faculty from working full-time and from qualifying for tenure.
Rather than pressuring institutions to create more full-time positions, caps have encouraged an "easy come, easy go" approach to using cheaper contingents who can be hired or laid off at will and who have become the majority of faculty.
In California, a part-time faculty member’s workload within a community college district is now capped at only 67 percent of full-time; this restriction is set by state law, section 87482.5 of the California Ed. Code. But whether 60 percent, 67 percent, or some other percentage short of full-time, this limited workload means hardship for many of California’s 38,000 part-time professors who teach in the state’s 72 college districts, especially given the discounted part-time rate of pay.
Overtime for Full-Time Faculty
The cap, however, does not apply to the system’s 14,000 full-time faculty. Full-timers not only have a guaranteed full-time teaching load, they have the right to teach overtime if they desire. Full-time faculty are allowed to select their classes, including overtime assignments, before the remaining classes are offered to part-time faculty.
In Washington State, these “overloads” make up 13 percent of all full-time instruction in community colleges, and over the last five years, the “moonlighting” of full-timers has increased by 8 percent in Washington (page 58 of this report).
California Bill AB 950
This year California legislators considered but didn't pass (though it could come back next year) AB 950, for which the California Federation of Teachers (CFT), the state’s affiliate of the American Federation of Teachers, provided backing. AB 950 would have instituted a new state regulation on full-time faculty workload, not by prohibiting overtime, but formally allowing full-time faculty to work overtime, up to 150 percent of full-time.
The bill is frequently pitched as benefiting part-time faculty, and some of California's 38,000 part-timers support it: limiting full-time faculty overtime (overloads) to no more than 150 percent of full-time would seem to protect the jobs of part-time faculty. Also, since the bill is sponsored by the CFT, some part-timers who are union members feel it is a show of good faith to stand in solidarity with their union to support the bill.
But the bill would NOT benefit part-time faculty. Of the roughly 14,000 full-time faculty in the California community college system, only 172 have accepted workloads in excess of 150 percent.
What the bill would do, however, would be to write full-time faculty overtime into state law, giving sanction to all 14,000 to teach up to 50 percent more, that is, up to 150 percent of a full-time load. The bill could result in more full-time faculty overtime and thus undermine part-time faculty jobs.
One consequence of enactment would be to doom appropriations in future years for faculty pay increases too -- if some full-time instructors are customarily teaching 125 or 150 percent of full-time, it makes it very difficult to claim that all full-time instructors are overworked and deserving of higher pay.
Also, since the general public surely expects full-time tenured professors to be working full-time, establishing the voluntary option of full-time faculty overtime in state law would seem tobe a terrific public relations liability, especially at this moment, as many federal civil servants are taking forced furloughs and could resent the unfairness of tenured faculty working overtime for additional pay at will.
The practice of allowing full-time faculty to teach overtime whenever they wish reflects a failure of full-time faculty to self-regulate, since the workloads of full-time instructors’ non-teaching duties — campus governance, research, curriculum development, etc. — are fundamentally self-directed and are the primary justification often offered for the pay differential between full-time and part-time faculty.
Whenever a full-time faculty member elects to teach more than a full-time load, he or she displaces a part-time faculty member’s job. If AB 950 passes in some future year, and a higher percentage of the 14,000 full-time faculty members feel empowered to teach course overloads, fewer classes will be left for part-timer faculty to teach. In this way, AB 950, presented as a means to limit full-time faculty who abuse their ability to teach course overloads, could actually end up taking away part-time faculty jobs and thus should be seen as a wolf hiding in sheep's clothing.
At a time when U.S. higher education is seen as a job prerequisite and is the subject of reform from the highest levels of public policy discourse, it is very long past time for non-tenured faculty to be respected as professionals, not as casual workers without job security, job protection or equal pay, whose jobs can be raided at will. The true solution would be to move toward the Vancouver model, where full-time faculty may teach full-time, and no more, which then permits part-time faculty to have job security, and to allow part-time faculty to work up to full-time.
Jack Longmate and Keith Hoeller are members of the Washington Part-Time Faculty Association. Longmate teaches English at Olympic College and Hoeller teaches philosophy at Green River Community College. Both are contributors to Equality for Contingent Faculty: Overcoming the Two-Tier System, edited by Keith Hoeller, forthcoming with Vanderbilt University Press (January, 2014).
The website Biology-Online has fired an employee whose response to a postdoc infuriated many who learned of the incident. An employee known only as Ofek recruited Danielle Lee, a postdoctoral fellow at Oklahoma State University, and author of a blog called "The Urban Scientist" to write for Biology-Online. When she turned him down, after being told that Biology-Online did not intend to pay her, Ofek responded: "Because we don't pay for blog entries? Are you an urban scientist or an urban whore?" After Lee shared the story on her blog (which appears on the website of Scientific American) and that magazine removed the post, anger spread on the Internet, with many researchers lamenting the way minority and female scientists are treated.
On Monday, Biology-Online posted a statement that said in part: "We would like to express our sincerest apologies to Danielle N. Lee (DNLee) and anyone else who may have been offended by the way our recently hired employee, Ofek, handled the conversation with her. Ofek's behaviour was completely out of line and after gathering the facts we immediately terminated his employment. Ofek failed to show the respect and prudent behavior expected of him as a contributor to Biology-Online."