Endowments have plummeted, alumni will donate less, and students won’t be willing to pay as much. Because of all this financial trauma, colleges will inevitably expect more from their faculties. But I urge college presidents and trustees, in responding to this situation, not to make inflexible demands of professors, but to rather empower us to decide which sacrifices we shall bear.
Colleges need to reduce costs, and one way could be to cut professors’ salaries. But some professors would do a lot to maintain their incomes, so why not give us the option of keeping our salaries as long as we agree to teach an extra class or take on significantly more administrative responsibilities? After all, if some professors did more work, a college or university could postpone when it needed to hire new employees.
To make up for a hiring freeze, some colleges might be tempted to force all professors to teach additional classes. But some professors live frugally, have lots of family income, or would do most anything to preserve research time. Why not let these instructors take, say, a 10 percent pay cut in return for not having extra teaching responsibilities?
A hiring freeze might also necessitate some professors taking on more administrative duties. But no school should push all professors into doing what college administrators do. If, for example, one instructor hates meetings while another dreams of being a dean, let the former teach one of the latter’s classes, thereby freeing up the latter’s time for paperwork.
Colleges should present professors with a menu of sacrifices they must pick from. Of course, there will have to be some planning so that not too many professors pick the same option. Perhaps the most senior faculty members would get their first choice from the menu, and less senior members would get to choose only among sacrifices consistent with their institution’s needs.
But a better way to allocate sacrifices would be to have professors bid for what they want. For example, a college could declare that all but 100 members of the faculty must teach an extra course each year. Professors could then bid with their salaries for one of the 100 slots, with some kind of limitations built in so that not too many professors from the same department win the auction. The auction winners would be the professors who value money over time, and the “losers” those who value time over money. Each professor would be making the choice that best suits his or her needs. True, affluent professors might seem to have an advantage in such an auction, but it would be the least affluent who would most benefit if the auction’s revenue prevented the college from cutting everyone’s salary.
Departments, too, should be given choices over how to share their college’s financial hardships. A department, for example, might be told to either postpone its next hire by a few years or give up half of its administrative budget. Each department would use its knowledge of its own needs to make the decision that would best serve it and would probably best serve the college.
Professors care about many aspects of their jobs, including salaries, teaching loads, administrative work, sabbatical opportunities, travel money, office space, research expectations, and grants. Most professors accept that, because of the financial crisis, our terms of trade with employers will become less favorable to us.
By giving professors options over how these terms will change, schools can potentially get more out of their professors while inflicting less harm on them (and so encountering less resistance). And this most holds true if different professors can make different choices, rather than the college negotiating with the faculty as a whole for all professors to make the same sacrifice.
James D. Miller
James D. Miller is an associate professor of economics at Smith College.
I’m sick. And I don’t mean sniffles and tickle in my throat. I mean swallowing pitchforks and a jackhammer on the brain. That kind of sick. The doctor calls it strep throat. I call it hell on earth.
In this state, in this death-bed existence, I feel lucky.
I have written a lot about unfair pay for adjunct faculty, or how they aren’t included enough in most departments. These are all important issues, but I think I’m overlooking one of the biggest problems in the adjunct profession: health benefits.
This is an issue some will squawk at. They’ll say adjunct faculty members are part-time faculty and they shouldn’t have any benefits. That’s true … some of the time.
At many institutions, mine included, adjuncts are expected to teach the maximum number of allowed classes in a semester. For me, it’s four. I suppose I could tell the administration that I don’t want to teach all four, but is that really my responsibility? Does a 15-year-old part-time busboy who is saving for a car during the summer remind the boss that he’s only a part-time employee? Not really. It’s the boss’s job to make sure the kid doesn’t work more than he’s legally allowed. And really, since adjuncts teach the majority of required, gen-ed courses in so many departments, it’s hardly fair to brush them off as teaching fodder.
Let’s face it: “part-time” and “adjunct” are no longer fitting monikers for so many faculty members. It seems clear that departments, maybe even entire universities, have come to rely on adjuncts so much that they would fail without the adjuncts.
Like I said, I’m lucky. My wife works and I get health insurance through her. Strep costs me a $25 co-pay and about $15 for two prescriptions. A colleague in the cubicle near mine can’t get sick. She can’t afford it. And the thought of a personal injury -- a car accident, perhaps -- nearly causes her to have an anxiety attack. For me, strep throat means Percocet for the pain and amoxicillin for the infection. For my colleague, strep would mean herbal remedies and drinking lots of juice.
Only recently, and thanks to Obama’s health care initiatives, more and more institutions have begun to offer health care buy-ins for adjuncts. This would be great if all these adjunct issues were mutually exclusive. Unfortunately, they’re not. The truth is, adjuncts have always had the option to buy health care; anybody with money can buy health care. But adjuncts don’t receive adequate pay.
What we’re talking about here is academe demanding full-time work from adjuncts, but failing to adequately compensate them for that work. Institutions rely on adjuncts to meet the institutions’ basic needs (in many cases, required, gen-ed courses) but they fail to meet the basic needs of the adjuncts (living wages).
This method, like fighting strep with juice, just doesn’t work that well.
Isaac Sweeney is an adjunct faculty member in James Madison University's School of Writing, Rhetoric, and Technical Communication and an adjunct instructor in Blue Ridge Community College's English department..