Fairfield University Non-tenure Track Faculty Committee Annual Report

Transcription

1 Fairfield University Non-tenure Track Faculty Committee Annual Report Committee purpose: To study and make recommendations on issues, including drafting or reviewing policies, pertaining to non-tenure track faculty.* Chairpersons: Harvey Hoffman and Elizabeth Hohl Members: Tracey Robert, Christine Earls, Jaclyn Conelius, Sara Diaz Ex-officio: Lynn Babington (April-July 2016), Christine Siegel (August 2016-present) Meetings were held April 6, April 20, May 18, May 27, July 6, week of September 18 (virtual), February 2, March 31. We established an ambitious agenda in our inaugural year but the most pressing issue became the employment parameters for Professors of the Practice (PoP). The university created the teaching intensive category nearly a decade ago. According to the Faculty Handbook, PoPs make a contribution to the teaching curriculum and university service based on expertise and professional credentials that differ from professors appointed to tenure-track and tenured positions. They carry a four-four course-load for two three-year terms with the possibility of a final three-year term. In revisiting the scope and terms of employment, we determined a compelling need to create a career ladder for PoPs. Longer-term contracts allow us to attract and retain people, thus ensuring programmatic stability. We also reached this conclusion by examining other university policies and in comparing best or enlightened practices for hiring and retaining full-time non-tenure track faculty by professional associations. We located twenty-four standards, statements or policies that supported our conclusion. We prepared and presented the proposal to amend the Faculty Handbook that passed the Academic Council and the General Faculty and went to the Board of Trustees. (See Appendix) We put together a subcommittee to work with the Faculty Development and Evaluation Committee (FDEC) in refining a proposal for the evaluation of part-time faculty teaching. We have also begun to collect information for a review of policies that pertain to non-tenure track faculty in response to our charge. We initiated the research to consider the possibility of emeritus status for retiring long term NTT faculty and will reach out to the Rank and Tenure Committee for their thoughts. We believe additional future business should address a discussion of academic freedom and a proposal to create conference and faculty development funds for NTT faculty. Goals for next year include work with FDEC on evaluation processes for part-time faculty; collect and review current policies for NTT faculty and recommend revisions where appropriate; explore existing orientation materials and processes for new NTT faculty and recommend improvements; discuss existing mechanisms for mentoring returning NTT faculty; recommend revisions and new processes; establish NTT faculty focus groups; recommend the establishment of conference and faculty development funds; explore seniority, ranks, continuing contracts and emeritus status for NTT faculty.

2 2 * Appendix Non-Tenure Track Faculty Committee Presentation General Faculty Meeting December 9, 2016 Committee s Purpose: To study and make recommendations on issues, including drafting or reviewing policies on matters pertaining to non-tenure track faculty. Request to General Faculty: Amend Professor of the Practice Description in the Journal of Record: Proposed Change: In extraordinary circumstances, the Professor of the Practice may be appointed to a third, and final, three-year term. After two consecutive three-year terms, Professors of the Practice are eligible for contract renewal in five-year terms. The proposal will eliminate language terminating the contracts of Professors of the Practice after three three-year terms, creating the possibility for continued employment pending satisfactory annual review, enrollment demands and curricular needs. This labor category was established at Fairfield in Professors of the Practice complement the efforts, knowledge and specialties of tenure track and tenured faculty; bring their expertise to teaching intensive positions, often carrying a four-four-course load or its equivalent; work in each school of the university, often teaching across schools and departments. In revisiting the scope and terms of employment, the NTTF committee determined a compelling need to create a career ladder for PoPs. Such an adjustment mirrors best practices developed by professional associations; strengthens programs and deepens opportunities for faculty-student interaction. enable us to attract and retain people that make vital contributions to departments, programs and curricular needs across schools. Best Practices In surveying statements from professional organizations on contingent faculty, we discerned a pattern encouraging colleges and universities to regularize appointments, address job security and provide the possibility for advancement when appropriate. I. The Modern Language Association (MLA) recommended the following: Non-tenure-track (NTT) faculty should be hired by means of longterm planning whenever possible consistent with institutional needs.ntt faculty should ideally be hired on three-year contracts with full benefits; after six years, they should be given

3 3 longer (five- or six-year) contracts. 1 II. The Conference on College Composition and Communication (CCCC) also called for hiring NTT faculty into long term (multiyear) lines, including the creation of teaching specialist lines (or their equivalent), as often as possible. 2 III. The Coalition on the Academic Workforce (CAW) reached a similar conclusion, stating that non-tenure-track faculty should be hired, evaluated and renewed in a professional manner. 3 IV. The Organization of American Historians (OAH) considered career development in formulating and revising their Standards for Part-time, Adjunct and Contingent Faculty; the American Historical Association endorsed those Standards. Furthermore, the OAH urged recognition of seniority in hiring and pay raises according to set policies along with eligibility for promotion in job position and rank. 4 V. Joining the chorus of organizations supporting more consistent policies in establishing and maintaining non-tenure track faculty appointments, the American Academy of Religion (AAR) urged institutions [to] prioritiz[e] the creation of long term, regularized positions that create a stable faculty that is committed to the institution. 5 VI. Gary Rhoades and Christine Maitland drew on the NEA s Higher Education Contract Analysis System to make a series of recommendations on enlightened practices ; they praised a California State University system arrangement that resulted in longer-term contacts for fulltime, non-tenure track lecturers after a probationary period of six years. 6 VII. Georgetown Universities Just Employment Policy, approved in 2005, called for the provision of full-time jobs when possible and part-time or temporary work only when necessary. 1 Professional Employment Practices for Non-tenure-track Faculty Members: Recommendations and Evaluative Questions, Modern Language Association, 2 CCCC Statement on Working Conditions for Non-Tenure-Track Writing Faculty, Conference on College Composition and Communication, 3 One Faculty Serving All Students: An Issue Brief by the Coalition on the Academic Workforce, Coalition on the Academic Workforce, 4 Standards for Part-time, Adjunct and Contingent Faculty, Organization of American Historians, 5 Responsible Institutional Practices: A Statement on Standards Pertaining to Contingent Faculty in the Study of Religion, American Academy of Religion, 6 Gary Rhoades and Christine Maitland, Bargaining for Full-time, Non-Tenure Track Faculty: Best Practices, The NEA 2008 Almanac of Higher Education,

4 4 VII. The committee took into account the Policy statements drafted by American Association of University Professors (AAUP); we understand they recommend the conversion of full-time contingent positions into tenured slots. There is nothing in our proposal that precludes such a move in the future. At the same time, the AAUP s One Faculty campaign argues in favor of extend[ing] economic security and other rights to contingent faculty working together in solidarity across ranks ; furthermore, the campaign affirms a process for non-tenure track faculty that assures continuing employment. after a number of appropriate successive reviews for reappointments. 7 In the spirit of One Faculty, we believe greater job security is in order. Under our current policy, the contracts for PoPs end with no opportunity for renewal after a maximum of three three-year terms or nine years of continuous employment an arrangement clearly at odds with best practices and guidelines issued by professional associations. Role of Professors of the Practice There is no doubt that PoPs benefit the university in countless ways. They are subject matter experts and specialists. Many bring unique experiences outside the academy into the classroom to the benefit of our students. A few are career-enders that we recruited and hope to retain because of their practical expertise. In some cases, they work across the university with their home base in one school and primary responsibilities in another, thus strengthening the vitality of different departments at the same time. For example, a PoP may be hired in the Biology Department in the College of Arts and Sciences but teach exclusively in the School of Nursing and Health Studies; another may be employed in one of the Engineering Programs and offer a course in the Egan School. PoPs act as mentors, enhance faculty-student interaction, provide letters of reference, and engage in academic advisement and career guidance. They play a vital role in curricular development; their service to the university includes committee work. Creating a career path with appropriate evaluations enables us to retain Professors of the Practice. Longer-term contracts signify our commitment to these members of the faculty, addresses continuity and insures programmatic stability. We urge you to approve our proposal. 7 Three Statements from Policy Documents and Reports, American Association of University Professors, Washington DC, One Hundred Years. One Faculty, American Association of University Professors,

5 5