January 6 th, 2015 Saint Rose SEIU Adjunct Faculty Union

January 6 th, 2015 Saint Rose SEIU Adjunct Faculty Union

Commitment to social justice and equity Providing our students the best possible education Improved enrollment and retention Incentives that will attract the most talented faculty Fair compensation, inclusion and respect for adjunct faculty

Collegial, good faith negotiating Mutually beneficial problem solving Focus on established best practices Long term planning that sets Saint Rose on a positive trajectory for the future Leadership on the national adjunct issue

Union Shop Continuing organizing and bargaining rights Clearly defined and effective grievance and arbitration procedures Established labormanagement committee to mutually resolve issues A role in a robust new employee orientation process

70% 60% 58% 60% 50% 40% 30% 20% 10% 0% 2% Pew Research Ideal 4 year private 5% 1995 Saint Rose 2012 Saint Rose National Average 4 Year Masters http://www.pewsocialtrends.org/files/2011/05/higher-ed-report.pdf

15+ Years 10-15 Years 5-10 Years 1-5 Years Years Teaching 1 Year First Year 1-5 Years 5-10 Years 10-15 years 15+ Years

$30,000 $25,000 $23,850 $20,000 $19,790 $15,730 $15,000 $10,000 $9,600 $11,670 $5,000 $0 Saint Rose Adjunct Four 3 Credit Courses Federal Poverty Line (1 Person) Federal Poverty Line (Family of 2) Federal Poverty Line (Family of 3) Federal Poverty Line (Family of 4) http://aspe.hhs.gov/poverty/14poverty.cfm

$50,000 $45,000 $40,000 $43,845 $38,925 $35,000 $30,000 $29,075 $25,000 $20,000 $19,766 $15,000 $10,000 $5,000 $2,400 $4,800 $7,200 $9,600 $0 1 three credit course 2 three credit courses 3 three credit courses 4 three credit courses Living Wage One Adult Living Wage Two Adults Living Wage One Adult and One Child Living Wage Two Adults and Two Children http://livingwage.mit.edu/counties/36001

$30,000 $25,000 $20,000 $15,000 $10,000 $5,000 $0 $9,600 Max St. Rose Adjunct Annual Pay (four 3 credit courses) $22,041 National Median Annual Pay $24,926 National AverageAnnual Pay http://democrats.edworkforce.house.gov/sites/democrat s.edworkforce.house.gov/files/documents/1.24.14- AdjunctEforumReport.pdf Saint Rose maximum adjunct pay is just 44% of the national median and just 39% of the national average 8 credit course cap is unusually restrictive Of 12 area schools surveyed from the Capital Region, Adirondacks and Vermont, Saint Rose ranks at the bottom in adjunct pay per credit

Albany County has experienced 25% inflation over the past decade $9,600 (four 3 credit courses) in 2004 is worth just $7,679 today If adjunct pay had kept up with inflation it would be $12,001 Tuition has increased 71% over the past decade If adjunct pay had kept up with tuition it would be $16,416 $18,000 $16,000 $14,000 $12,000 $10,000 $8,000 $6,000 $4,000 $2,000 $0 $9,600 Current Adjunct Pay $12,001 Adjunct Pay Adjusted for Inflation (CPI Albany) $16,416 Adjunct Pay at Rate of Tuition Increase http://data.bls.gov/ http://www.collegecalc.org/colleges/newyork/the-college-of-saint-rose/

$90,000 $80,000 $81,900 $70,000 $60,000 $61,425 $50,000 $40,000 $32,760 $30,000 $24,570 $20,000 $10,000 $2,400 $3,200 $0 Adjunct Pay (3 credit hours) Revenue (10 student class/3 credits) Revenue (25 student class/3 credits) Adjunct Pay (4 credit hours) Revenue (10 student class/4 credits) Revenue (25 student class/4 credits) http://www.collegecalc.org/colleges/new-york/the-college-of-saint-rose/

60 50 National Percentile 49 57 51 40 30 20 10 10 0 Adjunct Professor Compensation Assistant Professor Compensation Associate Professor Compensation http://chronicle.com/article/2013-14-aaup-faculty-salary/145679/#id=195234 Full Professor Compensation

Adjunct faculty should be treated as qualified and respected professionals Equitable salaries Health benefits Provide office space, mailboxes, computer access and clerical support Thorough orientation to department and school Incentives that foster professional development such as merit raises and funds for research and travel Participation in determining departmental and institutional policy Performance reviews, etc. that are comparable to tenure track positions http://www.mla.org/statement_faculty

Pay parity with full time faculty with similar qualifications and experience Benefits proportionate to full time faculty Establish clearly defined and consistent hiring practices Provide contracts that provide job security Provide recognition or and rewards for excellence in adjunct teaching http://cop.hlcommission.org/learning-environments/coburn-collins.html http://www.chairacademy.com/conference/2007/papers/best_practices_for_supporting_adjunct_faculty.pdf http://www.pdc.edu/wp-content/uploads/2012/02/enhancing-support-for-adjunct-faculty.pdf http://www.sbctc.ctc.edu/docs/hr/best_practices/best_employment_practices_report_2005.pdf http://www.aft.org/sites/default/files/standardsptadjunct02.pdf

Provide adjuncts right to create syllabi and structure classes Allow input on class scheduling Allow qualified adjuncts to teach upper division courses Foster a sense of belonging Include adjuncts in website and directory listings Include adjuncts in full time faculty activities, social events and graduation http://cop.hlcommission.org/learning-environments/coburn-collins.html http://www.chairacademy.com/conference/2007/papers/best_practices_for_supporting_adjunct_faculty.pdf http://www.pdc.edu/wp-content/uploads/2012/02/enhancing-support-for-adjunct-faculty.pdf http://www.sbctc.ctc.edu/docs/hr/best_practices/best_employment_practices_report_2005.pdf http://www.aft.org/sites/default/files/standardsptadjunct02.pdf

Fair compensation that reflects the value of our contribution and a just living wage Establishing basic benefits that allow security in our daily lives Job security that allows stability and protects academic freedom Raising the restrictive course cap Office space and administrative support A voice in the college Support for professional development, research, artistic activity and scholarship Listing on the college website A fair evaluation process above and beyond student evaluations alone

Significant initial pay raise Annual cost of living raises going forward Compensation that credits years of service Compensation that credits degree status Compensation for additional work outside of classroom instruction (designing new courses, committee work, advising, music juries, etc.) Pay parity with full time instructors

All instructors are held to the same high performance standards The cost to students is the same without regard to who teaches the course Equal pay for equal work is a fundamental measure of fairness A living wage is key to economic and social justice Adjunct pay has remained a poverty wage for far too long

Minimum salary of $7,230-$7,890 per 3 credit course Additional premiums for: Lack of health and retirement benefits Large class sizes Heavy grading and commenting requirement Degree status Years teaching Ancillary duties (committee work, advising, etc.) Contracts of less than one year http://www.mla.org/mla_recommendation_course

Longer term contracts reduce needless stress and encourage loyalty and investment in Saint Rose Allowing adjuncts to teach more courses allows them to dedicate more time and energy to their students Many adjuncts are currently forced to work for several different schools and in outside jobs to make ends meet Cancelled classes constitute a serious financial hardship for already low paid adjuncts

Longer term contracts Increase in the course cap Assurance that adjuncts will be offered classes they have already taught Just cause protections Protection from job loss related to illness and family leave Guaranteed number of courses/income Fair compensation for cancelled classes

Increase the creation of full time positions for adjuncts interested in full time work Advertise full time positions internally Give current adjuncts the right of first refusal within the boundaries of diversity guidelines Credit years teaching at Saint Rose when filling full time positions

Create a healthcare benefit for adjuncts teaching 2 courses a year Create retirement benefit for all adjuncts based on their level of compensation Full tuition remission for employees and their family members Define and offer additional fringe benefits such as access to all facilities, free parking and inclusion in smoking cessation, weightwatchers, flu shot, and other programs

Create a fund to cover expenses related to professional development (research, conferences, publishing) Create a fund to support artistic activity beyond the classroom (art, music and theater)

Defined guarantees of academic freedom Participation in governance, committees, faculty meetings, department meetings Established opportunities to provide input on curriculum and course design Ongoing dialog between the administration and the adjunct faculty union

Participation and compensation for contributions outside of the classroom such as: Committee work Student advising Thesis advising Organizing campus events

Creating a record of performance is key to securing future employment The rising reliance on adjuncts has not been coupled with formal evaluation processes Currently that record is limited to student evaluation Student evaluations have been shown to be biased and incomplete