WORKPLACE: A JOURNAL FOR ACADEMIC LABOR
PREPRINTS AVAILABLE
- Joss Winn
- Ellen Boesenberg
- Tobey Steeves
- Stephen Petrina
- See also Preprints for
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Posted in Academic freedom, Accountability, Critical University Studies, Publications
Tagged Academic freedom, Workplace
Mayor of iPopU
Edutainum Infinitum
Let’s face it: Evaluation is silly. Reviews of programs and units in universities in this day and age are even sillier. Units put the Unit in Unitversity, so what’s to review? No one really believes the Commission on Institutions of Higher Education when they boast in the naval-gazing Self-Study Guide that “undertaking a self-study is a major enterprise” or “self-study cannot be done well under rushed conditions.” Says who? These academic proverbs sell booklets with a wink wink and a chuckle.
That is the gist of the administrative genius of a major innovation in evaluation at iPopU. We drilled down to what is the core of the Review process and then inventoried trends to find that the Rating widget solves every problem of evaluation.
There are three types of evaluations, Conformative, Normative, and Summative, or what I’m told is better known in the field nowadays as Corporative, and the Rating widget solves all three at once. Yes, I hear you nodding, quite the little workhorse that Rating widget!
Yet, it took iPopU to repurpose it to the depth work of admin.
When we announced that it was time for Reviews, the yawning started and then came the dragging of the heels, for years. Check, we hear you when you say evaluations never change anything. Check, we hear you when you say you have better things to do. Check, we hear you when you say self-studies can be completed by a grad student or staff member with a Fillitin app on their phones. Check, we hear you when you say accreditation is a carry-over make-work relic of the medieval scholiastics. Check, we see you when you ask there must be a better way.
In one School, we have fourteen senior administrators who are already bumping into each other. Assigning a few to oversee a Review just adds to this. Remember, a bustling administrative office is like hot air when heated with a fan, electrons expand and collide with each other. In the old days, we dragged out Reviews for years, from one to the next, thinking that the best review was the prolonged review. We had two Associate Deans of the Office of Review. When we reviewed our 65 programs some time ago, comic relief faculty lovingly referred to this as a three-ring circus and then posted it on iPopUtube as a keystone cops episode. So we made admin offices bigger to avoid that. But, I listen to you wondering, are these admins underworked? I answer to that, better to have many than few. Am I right?
So iPopU introvated and in 2013 did all Reviews with the Rating widget.
Read More: iPopU: Innovation in Evaluation
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Posted in Academic freedom, Accountability, Administration, Campus Life, Critical University Studies, Faculty, Just Kidding (not), Students, Technology, Working conditions
Tagged Academic freedom, Administration, Organizing, Students, Working conditions
Democracy Now!, September 9, 2014– As the fall school term begins, an Illinois college campus is embroiled in one of the nation’s biggest academic freedom controversies in recent memory. The University of Illinois at Urbana-Champaign has sparked an outcry over its withdrawal of a job offer to a professor critical of the Israeli government. Steven Salaita was due to start work at the university as a tenured professor in the American Indian Studies Program. But after posting a series of tweets harshly critical of this summer’s Israeli assault on Gaza, Salaita was told the offer was withdrawn. The school had come under pressure from donors, students, parents and alumni critical of Salaita’s views, with some threatening to withdraw financial support. Thousands of academics have signed petitions calling for Salaita’s reinstatement, and several lecturers have canceled appearances in protest. The American Association of University Professors has called the school’s actions “inimical to academic freedom and due process.” A number of Urbana-Champaign departments have passed votes of no-confidence in the chancellor, Phyllis Wise. And today, Urbana-Champaign students will be holding a campus walkout and day of silence in support of Salaita. We are joined by two guests: Columbia University law professor Katherine Franke, who has canceled a lecture series at Urbana-Champaign in protest of Salaita’s unhiring; and Kristofer Petersen-Overton, a scholar who went through a similar incident in 2011 when Brooklyn College reversed a job offer after complaints about his Middle East views, only to reinstate it following a public outcry.
TRANSCRIPT
This is a rush transcript. Copy may not be in its final form.
AARON MATÉ: As the fall school term begins, an Illinois college campus is embroiled in one of the nation’s biggest academic freedom controversies in recent memory. The University of Illinois at Urbana-Champaign has sparked an outcry over its withdrawal of a job offer to a professor critical of the Israeli government. Steven Salaita was due to start work at Urbana-Champaign as a tenured professor in the American Indian Studies Program. But after posting a series of tweets harshly critical of the summer’s assault on Gaza, Salaita was told the offer was withdrawn. Urbana-Champaign has come under pressure from donors, students, parents and alumni critical of Salaita’s views, with some threatening to withdraw financial support.
The move has been criticized both in and outside of the school, with administrators accused of political censorship. Thousands of academics have signed petitions calling for Salaita’s reinstatement, and several lecturers have canceled appearances in protest. The American Association of University Professors has called the school’s actions “inimical to academic freedom and due process.” A number of school departments have passed votes of no-confidence in the chancellor, Phyllis Wise. And today, students will be holding a campus walkout and a day of silence in support of Salaita. A news conference is being held, where Salaita is expected to make his first public comments since his unhiring last month.
AMY GOODMAN: In a public statement, Chancellor Phyllis Wise said her decision to unhire Salaita “was not influenced in any way by his positions on the conflict in the Middle East nor his criticism of Israel.” She goes on to write, quote, “What we cannot and will not tolerate at the University of Illinois are personal and disrespectful words or actions that demean and abuse either viewpoints themselves or those who express them,” unquote. The school has now reportedly offered Salaita a financial settlement for his troubles. The school’s Board of Trustees is expected to take up the controversy at a meeting on Thursday.
For more, we’re joined by two guests. Kristofer Petersen-Overton is an adjunct lecturer of political science at Lehman College. In 2011, Brooklyn College initially decided not to hire Petersen-Overton as an adjunct professor for a seminar on Middle East politics. But the school reversed its decision after criticism that the decision was politically motivated. And Katherine Franke joins us. She’s a professor of law at Columbia University and the director of the Center for Gender and Sexuality Law. She recently canceled a lecture series at the University of Illinois at Urbana-Champaign in protest of Steven Salaita’s unhiring.
Professor Franke, let’s begin with you. Talk about the facts of this case and how you got involved.
KATHERINE FRANKE: Well, Professor Salaita was previously a professor at Virginia Tech University, and he had a well-known dossier of books and articles thinking critically about the relationship between indigeneity, meaning native people, and the political environments in which they live—hard questions about dispossession, belonging, state violence and identity. And because of that important scholarly record, the University of Illinois went after him—in a friendly way, unlike what they’re doing now. And he was hired by an overwhelming vote by the American Indian Studies Program there in the normal way that we hire faculty in universities. An offer letter was issued to him. He accepted it. They paid for his moving expenses. He quit his job, a tenured position in Virginia. And he has a small child and a family and a wife, and was ready to move. His course books had been ordered. He had been invited by the university to the faculty welcome luncheon.
And then, on August 1st, he got a letter from the chancellor saying, “We’re sorry, we’re not going to be able to employ you here, because I haven’t taken the last step, which I had not informed you about before, of taking your candidacy to the Board of Trustees.” He had assumed he had an accepted job offer. He had relied on that offer—and at his peril. He now doesn’t have a home, doesn’t have a job and doesn’t have an income.
So what we now have learned, through a FOIA request and the disclosure of emails at the university, is that there was enormous pressure put on the chancellor and the Board of Trustees by large donors of the university, who said, “I’ll take my six-figure donations away if you hire this guy.” And this is as a result of some tweets that Professor Salaita made over the summer during the heat of the Gaza—the Israeli assault on Gaza. He was very upset about it. He himself is Palestinian. He was watching children die and the destruction of Gazan villages that we all watched. And like many of us, he was quite impassioned and used colorful language on Twitter to express his views, and that those tweets somehow made their way to donors at the University of Illinois. And so, the job, as been described even here in the setup, is either withdrawn or somehow not—well, what has happened is he’s just been fired. And so he’s now organizing, along with the rest of us, a response to what is a deliberate campaign by a number of political operatives who put pressure on universities like the University of Illinois to censor critical scholarship, critical comments, critical research about Israeli state policy.
Read More: Democracy Now!
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Posted in Academic freedom, Accountability, Administration, Corruption, Diversity, Ethics, Free speech, Human Rights, Politics, Protests, Race, Solidarity, Students
Tagged Academic freedom, Equity, Ethics, Free speech, Protests, U of Illinois
Welcome Back! Or so two universities sheepishly say to new students in a wake of orientation disasters last year. At UBC, the rape chant at the Sauder School of Business this was the Ubyssey‘s top story of the year. As it went, for the same practice Saint Mary’s University conducted an extensive investigation and issued an exhaustive report– 110 pages. Administrators held or took accountability. At UBC, in Sauder, not so much. A thin 5 page report and no mention of administration– this with a bloated leadership team at Sauder.
So what happened between December 2013, report time and now late summer 2014, orientation time? Well, this summer SMU issued an Update from the President’s Council and created an Action Team. The entire orientation culture was changed. At UBC, not so much.
Sauder Dean Helsley said “There has been a lot of work done in setting expectations for what is appropriate in orientation activities.”
New activities are good.
But Dean Helsley has yet– after a year– to account for his administration’s failures or announce changes at the top that might actually trim the bloat and streamline a few of the associate or assistant deans toward the undergraduate curriculum and students. Nothing yet. Still waiting. Welcome back!
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Posted in Accountability, BC Education, Equity, Students
Tagged Administration, Deans, Equity, Ethics, Faculty, Students, University presidents
CBC News, May 20, 2014–Turmoil at the University of Saskatchewan is intensifying with the sudden resignation of the provost and academic vice-president Brett Fairbairn.
Word of Fairbairn’s resignation came half an hour before an emergency board of governors meeting, which started at 8 p.m. CST Monday.
In a written statement, Fairbairn said stepping down was “the best contribution I can now offer [the university] under present circumstances”.
Fairbairn is the official who wrote last Wednesday to Robert Buckingham, the head of the School of Public Health, firing him as both the school’s executive director and tenured professor, and ordering him off campus.
The move touched off an uproar over threats to academic freedom. The firing came after Buckingham openly voiced concerns about the impact on his school of the cost-cutting plan TransformUS.
Buckingham subsequently had his tenure restored, but not his administrative job.
Fairbairn’s resignation touched off a flurry of tweets, with some calling for more departures.
“That’s one down”, said one tweet. “President next?” said another.
‘A deepening controversy, if not crisis’– Minister of Advanced Education, Rob Norris
The province’s minister of advanced education, Rob Norris, spoke at the closed-door board meeting.
He emerged after about an hour, and spoke to the media before leaving for his constituency office.
Norris said he spoke to the board about his continuing concerns “regarding compliance with the University of Saskatchewan Act, and also what I see and what we see as a deepening controversy — if not crisis — regarding the national reputation and international reputation of the University of Saskatchewan.
“That reputational damage that continues is of very deep concern to us,” Norris added.
One section of the act requires senior administration to report to the board before the dismissal of suspension of individuals, “so there are real questions about the substance of that kind of report process, especially given, and in light of the reversal that took place, and some of the commentary around that reversal,” Norris explained.
He left it to the board to consider whether it had breached the act or not.
Around midnight, board chair Susan Milburn emerged, and told reporters both the board and the administration have complied with the legislation.
Just before Milburn came out to speak, she released a written statement saying: “Tonight, we discussed the leadership of the university in depth. We do not want to act in haste and therefore we have not made any final decisions, other than to maintain our strong commitment to financial sustainability and renewal. We will conclude our due diligence before a decision is rendered on university leadership.”
Asked if the board is looking for any other resignations or dismissals, Milburn said, “We don’t want to make any hasty decisions.”
She confirmed the board has received outside legal advice, and that it will discuss the matter further when it meets again next Monday and Tuesday.
One item not discussed Monday night was the demand by the faculty association to rescind a board decision giving the university president a “veto” on tenure decisions.
Faculty association chair Doug Chivers says that violates their collective agreement, which states it’s up to the board of governors to approve recommendations on tenure.
And, he said, that view has been upheld in a judicial review.
Milburn said the association’s demand was not on the agenda for Monday night’s meeting.
When asked about the faculty’s concern, Norris called it a ‘very serious allegation,’ and said his department is looking into it.
Read More: CBC News
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Posted in Academic freedom, Accountability, Administration, Employment rights, Ethics, Governance, Students, Unions, Working conditions
Tagged Academic freedom, Administration, Ethics, Faculty, Governance, Students, University presidents, Working conditions
“What [recent cases] share is an unbelievable authoritarianism on the part of the upper administration, a willingness to trample on academic freedom and the absolute intolerance of resistance or disagreement about program cuts and restructuring.”
Sandra Mathison, May 14, 2014– I’ll admit to a quaint hope that universities are still places where dialogue and dissent are both possible and desirable, but two incidents in the last week leave me scratching my head. The first is the theft of professor George Rammell’s sculpture by the Capilano University administration, and the second is the firing of Robert Buckingham, Dean of the School of Public Health at the University of Saskatchewan. The issues in the two cases are not the same, but what both share is an unbelievable authoritarianism on the part of the upper administration, a willingness to trample on academic freedom and the absolute intolerance of resistance or disagreement about program cuts and restructuring. The point is not whether each of these universities plans for budget cutting and trimming are appropriate (that would be a different post), but the response to faculty and middle management who DARE to disagree with the upper administration. If this doesn’t have a chilling effect on everyone in Canadian higher education, well we are all being just too polite.
THE CASE OF THE MISSING SCULPTURE
At Capilano University there have been severe program cuts. One program area in which cuts are deep is the arts. George Rammell, sculpture instructor, used his scholarly form of expression to comment on those cuts ~ he created Blathering on in Krisendom, a work in progress depicting Capilano University president Kris Bulcroft wrapped in a U.S. flag with a poodle. The sculpture went missing last week:
“I immediately called security and the guard told me that orders were given by the top level of the Administration to seize it. I could hardly believe my ears. The Administration had ordered my piece removed off campus to an undisclosed location, without any consultation or prior discussion. I was shocked and not sure if this was Canada,” Rammell stated (as reported in the Georgia Straight).
Jane Shackell, chair of the Board of Governors, released a statement saying that Capilano was “committed to the open and vigorous discourse that is essential in an academic community.” But she had the sculpture removed because it was “workplace harassment of an individual employee, intended to belittle and humiliate the president.” A post for another time, but this might well be the most egregious, inappropriate use of respectful workplace rhetoric to create a workplace where dialogue, dissent, and discourse are not allowed.
Of course, Rammell’s work is easy for the University to steal, but the parallel for some of us might be an administration that comes to your office and wipes all of the files for that critical analysis of higher education book you are working on from your computer. After being AWOL for a week, Capilano University has agreed to return Rammell’s work, but has banned the sculpture from campus and Rammell calls that censorship. It is and it isn’t harassment either. So much for academic freedom.
THE SILENCE OF THE DEANS
Then comes the news, Robert Buckingham, Dean of the School of Public Health at the University of Saskatchewan was fired, relieved of his professorial appointment and tenure, and escorted of the campus ~ for disagreeing publicly with the administration’s restructuring and budget cutting plan, TransformUS.
In discussions of TransformUS, middle managers were ordered to get in line and on board with the plan, and threatened if they spoke publicly against it.
Here’s the email from the provost:
That a University would want deans who are lackeys and submissive to the upper administration’s “messaging” says a great deal about that administration. Unlike the CapU incident, this is less about academic freedom and all about the importance of maintaining an openness to dialogue and disagreement within the University. Such a heavy handed administrative approach assaults our sensibilities about how even the modern, corporatized U operates. On top of all that, the termination of Buckingham comes a mere five weeks from his retirement and is amazingly mean-spirited.
CAUT director, Jim Turk said:
What the president of the University of Saskatchewan has done is an embarrassment to the traditions and history of the University of Saskatchewan and it’s an embarrassment to post-secondary education across Canada. It’s inexcusable.
He’s right about that!
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Posted in Academic freedom, Accountability, Administration, BC Education, Faculty, Free speech, Organizing, Protests, Solidarity, Student Movement, Students, Unions, Working conditions
Tagged Academic freedom, Faculty, Free speech, Organizing, Protests, Students, Unions, Working conditions
You do not have to tolerate caricature, criticism, critique, irony, parody. When you make $230k+ as a University President, when you have the power to run an academic institution, when you have a Respectful Learning and Working Environment Statement and critiquette shoring up this power, there are many things you do not have to tolerate.
You do not have to tolerate criticism or critique. You don’t have to tolerate parody narrative or music. No edgy ironic video. No mockumentaries. No way do you have to tolerate political puppetry or theatre, especially in a tradition of Bread and Puppet Theater. And you surely do not have to tolerate critical sculpture. If in your interest and honour, then yes by all means let them sculpt, chisel mountains.
Let them name suspension bridges and valleys after you. Anything less than honorific, you do not have to tolerate.
You do not have to put up with puns. You definitely do not under any circumstance have to tolerate sarcasm in blogs. No frowny faces in tweets of 30 characters. You need not tolerate caricatures. Oh, and absolutely no low poetry. So at your University in Canada, none of this. No limerick day on 12 May, and none like this one:
There once was a president from Capilano
who cut programs and furloughed faculty mano a mano
But when the statue would tease her
she blathered ‘thumbs down’ ’cause ‘I’m caesar!’
Then said next ‘I will ban the piano.’
Just say no Capilano, No. Faculty and students you cannot write, perform, think or say this. When you are a University President you do not have to tolerate this. When you are the head chef in the big kitchen you do not have to take the heat.
Read More: Capilano University censors sculpture of president with poodle and view the puppet performance.
Posted in Academic freedom, Accountability, Administration, BC Education, Censorship, Critical University Studies, Employment rights, Faculty, Free speech, Organizing, Politics, Protests, Solidarity, Students, Working conditions
Tagged Academic freedom, Administration, Faculty, Free speech, Protests, Students, University presidents, Working conditions
The Ubyssey, April 13, 2014– Starting the year off with a bang, The Ubyssey broke the story that first-years participating in the Commerce Undergraduate Society’s FROSH orientation had been led in a cheer making light of rape. The news shook campus.
As national media jumped on the story, the university scrambled to respond, eventually convening a panel to make recommendations on how to prevent such things from happening in the future.
The Sauder School of Business and its dean Robert Helsley came out of the mess looking less than fantastic. Students said the cheer had been taking place for many years, and there were rumours that Helsley’s predecessor may have been aware of inappropriate events at CUS FROSH.
After Sauder students failed to pass a referendum approving hundreds of thousands of dollars to be put toward the vague goal of mitigating an alleged culture of sexual violence in the faculty, the university was forced to foot the rest of the bill.
The university panel chaired by VP Students Louise Cowin — which, due to pressure from First Nations groups and the media came to include aboriginal issues after a handful of students at FROSH sang a chant related to Pocahontas— came out with recommendations that have mostly yet to be implemented. Read More: The Ubyssey
I appealed directly to Dean Helsley and President Toope with a reworded cheer:
A is for we like Accountability!
D is for it will be Deferred!
M is for the Money that runs the show!
I is always for I point the other way when the heat is on!
All together now!
UBC President Stephen Toope and Sauder School of Business dean Robert Helsley, how accountable is it to let two student executives of the Commerce Undergraduate Society (CUS) take the fall for the Sauder rape cheer?
At Saint Mary’s University, where a similar cheer took place, Student Union president Jared Perry said, “I tender my resignation.”
At UBC, Enzo Woo and Gillian Ong, president and VP engagement of the CUS respectively, resigned.
All together now: A.D.M.I.N.!
A is for we like Accountability!
D is for it will be Deferred!
A month and a rushed fact-finding report later, the administration at UBC remains entrenched solely in damage control. Curiously, the words “administration” and “administrator” do not appear in the fact-finding report [“student/s” appears 46 times].
Protect the brand! Especially now. Especially for commerce. No resignations, no accountability.
More appeals, but still no accountability at the top:
In the fact-finding report, curiously, the words “administration” and “administrator” do not appear while “student/s” appears 46 times. There were no facts to find on administrators or administration?
If it is plausible that of the 11 Assistant and Associate Deans + Dean Helsley, none have responsibilities for “students” in their portfolio, then the President’s Office has failed. That’s a fact of administrative bloat: Between 1999 and 2013, this Faculty’s administrators at that level more than doubled. Yes, Sauder has Dean Muzyka to thank. And increasing tuition and fees have that to factor in. Yet none of these 12 now have any responsibilities for students? I don’t buy that. So is the buck or loonie passed back to the Sauder Dean’s Office?
Similarly, someone or something is failing at the top if of the 12 senior administrators none have curriculum in their portfolio. I find it incomprehensible that it has taken this cheer, a fact-finding report, campus outrage, and nearly 2014 for Sauder to finally get around to, announced on 1 November by Dean Helsley, “Implementing changes in the curriculum to enhance themes of social justice, ethics, gender and cultural sensitivity, and their role in corporate social responsibility and the creation of a civil society”?
A top business school finally getting around to this? In this economy and world? There are 12 senior administrators and none have curriculum and courses in their portfolio? What exactly are they doing? Not all can be running around consulting, like Bob Sutton, teaching CEOs how not to be assholes.
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Posted in Academic freedom, Accountability, Administration, BC Education, Critical University Studies, Equity, Ethics, Media, Organizing, Politics, Protests, Student Movement, Students, Working conditions
Tagged Academic freedom, Administration, Equity, Ethics, Faculty, Students, University presidents, Working conditions
Academic Mobbing
Special Issue
Workplace: A Journal for Academic Labor
Editors: Stephen Petrina & E. Wayne Ross
Editors of Workplace are accepting manuscripts for a theme issue on Academic Mobbing. Academic mobbing is defined by the Chronicle of Higher Education (11 June 2009) as: “a form of bullying in which members of a department gang up to isolate or humiliate a colleague.” The Chronicle continues:
If rumors are circulating about the target’s supposed misdeeds, if the target is excluded from meetings or not named to committees, or if people are saying the target needs to be punished formally “to be taught a lesson,” it’s likely that mobbing is under way.
As Joan Friedenberg eloquently notes in The Anatomy of an Academic Mobbing, the toll taken is excessive. Building on a long history of both analysis and neglect in academia, Workplace is interested in a range of scholarship on this practice, including theoretical frameworks, legal analyses, resistance narratives, reports from the trenches, and labor policy reviews. We invite manuscripts that address, among other foci:
Contributions for Workplace should be 4000-6000 words in length and should conform to APA, Chicago, or MLA style.
FINAL Date for Papers: May 30, 2014
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Posted in Academic freedom, Accountability, Administration, Advocacy, Campus Life, CFPs, Critical University Studies, Diversity, Employment rights, Environment, Equity, Ethics, Free speech, Government, Human Rights, Legal issues, Organizing, Politics, Publications, Research, Solidarity, Students, Unions, Working conditions
Tagged Academic freedom, Administration, Ethics, Faculty, Legal issues, Organizing, Protests, Students, Unions, Working conditions
Doug Sovern, KCBS, February 13, 2014– University of California President Janet Napolitano spent Thursday meeting with students and faculty at UC Berkeley, though many were not pleased she was on campus.
A small, but noisy band of protesters shadowed Napolitano during her day of meetings on campus.
Cal graduate Justin Chiang said Napolitano’s tenure as head of Homeland Security, including Immigration and Customs Enforcement, makes her the wrong choice to lead the UC system.
“We want to demand that the UC Regents, who hired Janet Napolitano, to remove her immediately, and replace her with a great educator, who can really champion public education,” he said.
Napolitano said she was too busy to respond to KCBS personally, but her spokeswoman, Dianne Klein, said she is not about to resign because of these kind of protests, and that it comes with the job.
“Berkeley is a cradle of free speech, as is the University of California in general,” Klein said. “This is part of the fabric of the university.”
Napolitano’s visit was her 10th and final stop of a UC campus listening tour that began last year, and she has been met with protesters throughout her tour of the system.
Comments Off on #Berkeley protests and #occupy Napolitano #highered #edstudies
Posted in Academic freedom, Accountability, Free speech, Occupy, Organizing, Protests, Solidarity, Student Movement, Students
Tagged Academic freedom, Free speech, Protests, Students, U of California, University presidents
The Faculty Association of UBC (FAUBC) recently surveyed its members about preferences for the University’s management of its members’ Career Advancement Plan (CAP). Most of the 3,300 faculty members and librarians do not realize UBC manages their CAP, and perhaps most would conclude that their CAP is mismanaged.
In short, the CAP is performance pay—$2m in discretionary salary funds for Management to allocate to a select few FAUBC members each year (i.e., merit pay, performance salary adjustment). A large majority of members do not share in the spoils and the FAUBC’s part-time faculty or Sessional members (approx. 1,000) are excluded by status.
Exclusion, whether systematically or by status, from a CAP is mismanagement by definition: if your career is not advancing according to plan, you may have the employer that manages the plan, UBC, to blame.
Moreover, UBC’s Management does not fairly allocate this exceptionally large amount of potential salary increases. Alternatively, this $2m could be included in an across the board or general salary increase for the Sessionals, adding at least $2,000 per year to each part-time members’ meagre year-end wages. Instead of a divided FAUBC by status, this would mean the Association stands further united.
Just say no way to Performance Pay. Faculty associations, please pay attention.
PAY EQUITY :: Equal Pay for Equal Work :: Pay the Sessionals what it costs for a FT faculty member buyout = about $10,000 per course. Faculty associations, please wake up.
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Posted in Academic freedom, Accountability, Adjuncts & Sessionals, Administration, BC Education, Contingent labor, Employment rights, Faculty, Government, Organizing, Solidarity, Unions, Working conditions
Tagged Academic freedom, adjuncts, Administration, Contingent labor, Equity, Faculty, Unions, Working conditions
In a previous blog on UBC Professor Jennifer Chan’s complaint of racial discrimination in her application to the David Lam Chair in Multicultural Education, I suggested a few things:
Questions were raised about why I said “time for reflection” when I should have said time for action on racial equity. Point taken.
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Posted in Accountability, Advocacy, Chan Case, Diversity, Equity, Ethics, Faculty, Human Rights
No disrespect, but… Politic for politic, as faculty and student activism over the last decade was generated in response to administrative measures taken to devalue academic budget lines and increase debt loads, administrators formed policies that shored up their powers to police campus speech and launch investigations. Following an introduction of a Respectful Environment policy in 2008, in anticipation of an upcoming political protest on campus in March 2009, the President of UBC circulated a “Respectful Debate” memo warning students and faculty to “pay special attention to the rules that govern our conduct” for speech. Legislation of respect entangles or snares the left and right in the same finely meshed dragnet attenuating civil liberties. This also recalibrates a network of surveillance media and technologies, challenging nearly all protections in the workplace. Some self-identified centrists or voices of reason welcome the new measures, adopting roles of third persons while reporting to administrators that loose lips sink scholar-ships.
In Canada and the US, these new respectful workplace policies, which anticipate or respond to workplace legislation and court decisions, mean that academic freedom and charter or constitutional rights noticeably contract at the campus gates. Watching postsecondary institution by institution adopt similar respectful workplace policies, the Executive Director of the Canadian Association of University Teachers (CAUT), issued a memorandum in late March 2009 advising vigilance: “the test of ‘disrespect’ identified in these policies is for the most part experiential and subjective – notions like ‘feelings of shame’ or ‘embarrassment’ crop up repeatedly.” He subsequently asserted, “a major problem in Canadian universities is not that too many people are asserting their academic freedom, but that too few are.”
Similar policies in the US are compounded by the Supreme Court’s 2006 Garcetti v. Ceballos opinion that “when public employees make statements pursuant to their official duties, the employees are not speaking as citizens for First Amendment purposes, and the Constitution does not insulate their communications from employer discipline,” reinforcing managerial discretion and prerogative. Although academic freedom remains a special concern of free speech rights and was deferred by the Court in Garcetti, legal analysts such as Harvey Gilmore concur that “Garcetti has now become the definitive statement on a public employer’s discretion in managing office operations, and that discretion includes controlling an employee’s speech made in the scope of the employee’s professional capacity.”
Following legislation in four other provinces, on 1 July 2012 new legislation in BC came into effect through an amendment of the mental disorder section of the Workers Compensation Act. The new amendment in Section 5.1 provides for potential compensation if the disorder
(i) is a reaction to one or more traumatic events arising out of and in the course of the worker’s employment, or
(ii) is predominantly caused by a significant work-related stressor, including bullying or harassment, or a cumulative series of significant work-related stressors, arising out of and in the course of the worker’s employment.
For legal preparation for this legislation now common across Canada, universities such as UBC folded a large scope of potential infractions into their respectful workplace policies. What stands as protection for disability or “mental disorder” and against “bullying or harassment” under the law is extended in higher education policy to common modes of academic speech—commentary and criticism—that might be articulated in the wrong tone.
Offices of Human Resources introducing or monitoring respectful workplace policies oversimplify speech by stressing, “it is not what you say but how you say it that counts.” Repeated in HR across higher education and curiously by some administrators, this folksy maxim come respectful workplace policy draws on centuries of etiquette texts. “Rather than seeing public talk occasions as needing politeness or civility, a better norm” Karen Tracy proposes, “is reasonable hostility.” She effectively hashes out parameters for democratic communicative practice and flips this “aphorism on its head, it is not merely how something is said, but what a person says that matters.”
Only certain types of face-attack are legitimate and desirable in local governance situations. ‘Reasonable hostility’ is the name for acts that are. Reasonable hostility involves person-directed attack; it is remarks that imply disrespectful, undesirable things about others. Targets of reasonable hostility will judge speakers uttering those remarks to be rude, disrespectful, unfair, and so on…. A speaker might be cognizant that his or her remarks may have this effect, but their purpose is to express outrage about a wrong. The speaker sees self’s central aim as witnessing a truth or expressing righteous indignation.
Faculty and students are bookended by a reformalization of academic speech on one side and a normalization of administrative equivocation, deception included, on the other. Can voices of critique and voices of liberty speak together, with reasonable hostility, as a voice of truth? Can the left and right speak (together)?
Read More: Petrina, S. & Ross, E. W. (2014). Critical University Studies: Workplace, Milestones, Crossroads, Respect, Truth. Workplace, 23, 62-71.
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Posted in Academic freedom, Accountability, Administration, Advocacy, BC Education, Censorship, Commentary, Critical University Studies, Ethics, Faculty, Free speech, Legal issues, Organizing, Solidarity, Student Movement, Students, Unions, Working conditions
Tagged Academic freedom, Administration, Ethics, Free speech, Legal issues, Organizing, Students, Working conditions
Scott Carlson, Chronicle of Higher Education, February 5, 2014– Thirty-four pages of research, branded with a staid title and rife with complicated graphs, might not seem like a scintillating read, but there’s no doubt that a report released on Wednesday will punch higher education’s hot buttons in a big way.
The report, “Labor Intensive or Labor Expensive: Changing Staffing and Compensation Patterns in Higher Education,” says that new administrative positions—particularly in student services—drove a 28-percent expansion of the higher-ed work force from 2000 to 2012. The report was released by the Delta Cost Project, a nonprofit, nonpartisan social-science organization whose researchers analyze college finances.
What’s more, the report says, the number of full-time faculty and staff members per professional or managerial administrator has declined 40 percent, to around 2.5 to 1.
Full-time faculty members also lost ground to part-time instructors (who now compose half of the instructional staff at most types of colleges), particularly at public master’s and bachelor’s institutions.
And the kicker: You can’t blame faculty salaries for the rise in tuition. Faculty salaries were “essentially flat” from 2000 to 2012, the report says. And “we didn’t see the savings that we would have expected from the shift to part-time faculty,” said Donna M. Desrochers, an author of the report.
The rise in tuition was probably driven more by the cost of benefits, the addition of nonfaculty positions, and, of course, declines in state support.
Howard J. Bunsis, a professor of accounting at Eastern Michigan University and chair of the American Association of University Professors’ Collective Bargaining Congress, wasn’t surprised by the conclusions of the study.
“You see it on every campus—an increase in administration and a decrease in full-time faculty, and an increase in the use of part-time faculty,” he said. With that trend, along with rising tuition and falling state support, “you’re painting a pretty fair picture of higher ed,” he continued. “It’s not what it should be. What’s broken in higher ed is the priorities, and it’s been broken for a long time.”
Read More: Chronicle of Higher Ed
The post-secondary academic workforce has undergone a remarkable change over the last several decades. The tenure-track college professor with a stable salary, firmly grounded in the middle or upper-middle class, is becoming rare. Taking her place is the contingent faculty: nontenure-track teachers, such as part-time adjuncts or graduate instructors, with no job security from one semester to the next, working at a piece rate with few or no benefits across multiple workplaces, and far too often struggling to make ends meet. In 1970, adjuncts made up 20 percent of all higher education faculty. Today, they represent half.
Read more: The JIT Professor
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Posted in Academic freedom, Academics, Accountability, Adjuncts & Sessionals, Administration, Advocacy, Budgets & Funding, Contingent labor, Corporate University, Critical University Studies, Economics, Employment rights, Faculty, Job market, Organizing, Solidarity, Student Movement, Students, Unions, Working conditions
Tagged Academic freedom, Academics, adjuncts, Administration, Budgets & Funding, Contingent labor, Equity, Ethics, Faculty, Organizing, Students, Working conditions
Audrey Williams June, Chronicle of Higher Education, February 7, 2014– Maria C. Maisto, president of New Faculty Majority, answered via email select questions submitted by viewers of The Chronicle’s online chat about adjunct issues. The questions and her responses have been edited for brevity and clarity.
Q. Some adjuncts have access to health-care benefits already and don’t need to be covered by the Affordable Care Act. Do you support an exemption so that we could keep our current teaching loads (and paychecks) rather than face colleges cutting our hours so they don’t have to cover us?
A. In this scenario, is the institution getting an exemption from the employer mandate, or is the adjunct with health insurance getting an exemption from having his/her workload reduced? (Don’t like the latter.)
As we indicated in our comments to the IRS, we think that (1) institutions should not be allowed to avoid or circumvent the letter and spirit of the law, namely that no one should be uninsured; (2) educational quality and commitment to the mission of education, particularly as a public good, should be driving institutional response to the ACA, so avoiding excessive course loads is actually a good thing if it is accompanied with the kind of compensation that reflects the real importance of the work. Since these aims can conflict with one another in this context, administrators need to closely collaborate with faculty, with unions, and with students to craft solutions for each individual institution that achieve both aims in a financially sustainable (and legally compliant) way.
Personally I believe with many of my colleagues that fighting for higher course loads may be beneficial for some individuals in the short term but highly problematic for the quality of education and the profession in the long term. I realize that can be hard to face when one has had one’s course load and income reduced, but it’s something that we have to confront honestly as members of the educational profession. And I think it’s reprehensible that so many of our colleagues continue to be forced into positions where their personal economic survival is being pitted against the professional responsibilities to which they have committed as educators.
Q. I don’t think universities will do anything drastic to improve the plight of adjuncts overnight. But what are some ways in which universities can gradually move toward better treatment of adjuncts?
A. Step 1 is to acknowledge the problem—it’s a huge first step. Do a self-study to find out what the conditions actually are on one’s campus and how they compare to conditions locally, regionally, and nationally. The most important aspect of this step is to LISTEN to the contingent faculty on campus (including through anonymous surveys) and to commit to protecting their right to give honest answers—no retaliation allowed. There are good resources at the Delphi Project on the Changing Faculty and Student Success.
Most important: Commit to change and get broad campus and community buy-in. Don’t assume that anyone is not a potential ally. Ground the work in the research and understanding that transforming the working conditions of contingent faculty will benefit students, the campus, and the community in the long run.
Q. What do you say about claims that colleges would have to raise tuition to pay adjuncts more and give them health benefits?
A. I think that’s a scare tactic that has been effectively challenged by the kind of work that the American Association of University Professors has done to analyze the audited financial statements of colleges and universities. Money is there, and faculty and administrators and students should all be working together to put pressure on states to reinvest in higher education. See also Delphi’s “Dispelling the Myths.”
Q. Does New Faculty Majority want colleges to turn adjunct jobs into full-time jobs?
A. NFM believes that part-time faculty, especially those that have been long-serving, should be given first preference for full-time jobs that open up. But we also believe that part time should really mean part time—100 percent pro rata compensation—it should not mean full-time work for less than part-time pay. On this issue we have to be careful to remember that people who need part-time work are often caregivers, especially women, and people with disabilities, so we don’t want to forget about them in our recognition that there is a need for full-time positions and a huge number of people who are willing and able to fill them.
Read More: Chronicle of Higher Ed
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Posted in Academic freedom, Academics, Accountability, Adjuncts & Sessionals, Administration, Advocacy, BC Education, Budgets & Funding, Contingent labor, Corporate University, Critical University Studies, Employment rights, Equity, Ethics, Government, Job market, Organizing, Solidarity, Student Movement, Students, Working conditions
Tagged Academic freedom, Academics, adjuncts, Administration, Budgets & Funding, Contingent labor, Equity, Ethics, Students, Working conditions
Richard Moser, Chronicle of Higher Education, January 13, 2014– The increasing exploitation of contingent faculty members is one dimension of an employment strategy sometimes called the “two-tiered” or “multitiered” labor system.
This new labor system is firmly established in higher education and constitutes a threat to the teaching profession. If left unchecked, it will undermine the university’s status as an institution of higher learning because the overuse of adjuncts and their lowly status and compensation institutionalize disincentives to quality education, threaten academic freedom and shared governance, and disqualify the campus as an exemplar of democratic values. These developments in academic labor are the most troubling expressions of the so-called corporatization of higher education.
“Corporatization” is the name sometimes given to what has happened to higher education over the last 30 years. Corporatization is the reorganization of our great national resources, including higher education, in accordance with a shortsighted business model. Three decades of decline in public funding for higher education opened the door for increasing corporate influence, and since then the work of the university has been redirected to suit the corporate vision.
The most striking symptoms of corporatization shift costs and risks downward and direct capital and authority upward. Rising tuition and debt loads for students limit access to education for working-class students. The faculty and many other campus workers suffer lower compensation as the number of managers, and their pay, rises sharply. Campus management concentrates resources on areas where wealth is created, and new ideas and technologies developed at public cost become the entitlement of the corporate sector. The privatization and outsourcing of university functions and jobs from food service to bookstores to instruction enrich a few businessmen and create more low-wage nonunion jobs. Increasingly authoritarian governance practices have become the “new normal.”
Read More: Chronicle of Higher Ed
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Posted in Academic freedom, Academics, Accountability, Adjuncts & Sessionals, Administration, Advocacy, BC Education, Contingent labor, Corporate University, Critical University Studies, Economics, Employment rights, Equity, Ethics, Governance, Job market, Organizing, Solidarity, Student Movement, Students, Working conditions
Tagged Academic freedom, adjuncts, Administration, Budgets & Funding, Contingent labor, Equity, Ethics, Faculty, Organizing, Students, Working conditions
Oftentimes, the academic job market for full-time (FT) faculty is inversely related to economic recessions. Not anymore. In this prolonged Great Recession, turned Great Depression II in parts of North America and across the world, youth have been particularly hard hit, more pronounced by race. The most common description for this current economy for youth is “a precipitous decline in employment and a corresponding increase in unemployment.” In Canada and the US, unemployment rates for the 16-19 year olds exceeds 25%. At the same time, one of the most common descriptions for postsecondary enrollment and participation in Canada and the US is “tremendous growth at the undergraduate level… the number of graduate students has grown significantly faster than the number of undergraduate students over the last 30 years.” With “school-to-work” and “youth employment” oxymoronic, corporate academia and the education industry are capitalizing on masses of students returning to desperately secure advanced credentials in hard times, but no longer does this matter to the professoriate.
If higher education enrollment has been significant, increases in online or e-learning enrollment have been phenomenal. Postsecondary institutions in North America commonly realized 100% increases in online course enrollment from the early 2000s to the present with the percentage of total registrations increasing to 25% for some universities. In Canada, this translates to about 250,000 postsecondary students currently taking online courses but has not translated into FT faculty appointments. More pointedly, it has eroded the FT faculty job market and fueled the part-time (PT) job economy of higher education. About 50% of all faculty in North America are PT but this seems to jump to about 85%-90% for those teaching online courses. For example, in the University of British Columbia’s (UBC) Master of Educational Technology (MET), where there are nearly 1,000 registrations per year, 85% of all sections are taught by PT faculty. In its decade of existence, not a single FT faculty member has been hired for this revenue generating program. Mirroring trends across North America, support staff doubling as adjunct or sessional teach about 45% of MET courses in addition to their 8:30-4:30 job functions in the service units. These indicators are of a larger scope of trends in the automation of intellectual work.
Given these practices across Canada, in the field of Education for example, there has been a precipitous decline in employment of FT faculty, which corresponds with the precipitous decline in employment of youth (Figure 1). Education is fairly reflective of the overall academic job market for doctorates in Canada. Except for short-term trends in certain disciplines, the market for PhDs is bleak. Trends and an expansion of the Great Recession predict that the market will worsen for graduates looking for FT academic jobs in all disciplines. A postdoctoral appointment market is very unlikely to materialize at any scale to offset trends. For instance, Education at UBC currently employs just a handful (i.e., 4-5) of postdocs.
To put it in mild, simple terms: Universities changed their priorities and values by devaluing academic budget lines. Now in inverse relationship to the increases in revenue realized by universities through the 2000s, academic budgets were progressively reduced from 40% or more to just around 20% for many of these institutions. One indicator of this trend is the expansion of adjunct labor or PT academics. In some colleges or faculties, such as Education at UBC, the number of PT faculty, which approached twice that of FT in 2008, teach from 33% to 85% of all sections, depending on the program.
Another indicator is the displacement of tenure track research faculty by non-tenure track, teaching-intensive positions. For example, in Education at UBC, about 18 of the last 25 FT faculty hires were for non-tenure track teaching-intensive positions (i.e., 10 courses per year for Instructor, Lecturer, etc.). This was partially to offset a trend of PT faculty hires pushing Education well over its faculty salary budget (e.g., 240 PT appointments in 2008). Measures in North America have been so draconian that the American Association of University Professors (AAUP) was compelled to report in 2010 that “the tenure system has all but collapsed…. the proportion of teaching-intensive to research-intensive appointments has risen sharply. However, the majority of teaching-intensive positions have been shunted outside of the tenure system.” What is faculty governance, other than an oligarchy, with a handful of faculty governing or to govern?
Read More: Petrina, S. & Ross, E. W. (2014). Critical University Studies: Workplace, Milestones, Crossroads, Respect, Truth. Workplace, 23, 62-71.
Posted in Academic freedom, Accountability, Adjuncts & Sessionals, Administration, BC Education, Contingent labor, Corporate University, Critical University Studies, Economics, Employment rights, Equity, Faculty, Governance, Job market, Organizing, Research, Solidarity, Student Movement, Students, Technology, Working conditions
Tagged AAUP, adjuncts, Administration, Budgets & Funding, CAUT, Contingent labor, Faculty, Governance, Students, Unions, Working conditions
As we state in our Commentary, “This Issue marks a couple of milestones and crossroads for Workplace. We are celebrating fifteen years of dynamic, insightful, if not inciting, critical university studies (CUS). Perhaps more than anything, and perhaps closer to the ground than any CUS publication of this era, Workplace documents changes, crossroads, and the hard won struggles to maintain academic dignity, freedom, justice, and integrity in this volatile occupation we call higher education.” Workplace and Critical Education are published by the Institute for Critical Education Studies (ICES).
Commentary
Articles
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Posted in Academic freedom, Accountability, Adjuncts & Sessionals, Administration, BC Education, Budgets & Funding, Contingent labor, Critical University Studies, Diversity, Economics, Employment rights, Equity, Ethics, Free speech, Governance, Job market, Organizing, Publications, Research, Solidarity, Student Movement, Students, Technology, Working conditions
Tagged AAUP, Academic freedom, adjuncts, Administration, Budgets & Funding, Equity, Faculty, Free speech, Research, Students, Working conditions
#CapilanoUniversity whac-a-sculpture futile as yet one more surfaces #GeorgeRammell #caut #bced
“Margaux and the Monarch”
Ever futile is Capilano University’s game of whac-a-mole turn whac-a-sculpture, as yet one more caricature of President Kris Bulcroft has surfaced. When Blathering On in Krisendom surfaced Capilano University whacked it to pieces in May.
Now in October, where life imitates art as whac-a-sculpture, another has surfaced at the hands of sculptor George Rammell. Margaux and the Monarch is indeed a thing of beauty, mace, pen and pooch! What grand preparation for the graduation ceremony!
As Capilano’s Convocation guide indicates, “The mace depicts the authority vested in the University to…” well, fill in the blanks. “In keeping with this longstanding tradition” of a raw and visible demonstration of power, the Convocation guide indicates, “our ceremonial mace will be carried by Capilano University’s director of Buildings and Grounds.”
It is unlikely the Director of Building and Grounds will carry the entire sculpture. Just the mace. Margaux and the Monarch!
PS. Just looked outside and swear the garden gnome is now a $^@&% ‘n mini-Margaux and the Monarch statue.
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Posted in Academic freedom, Accountability, Administration, Censorship, Commentary, Faculty, Free speech, Human Rights, Politics, Protests, Working conditions
Tagged Academic freedom, Faculty, Free speech, University presidents, Working conditions