“Writing the adjunct experience is its own genre now, having emerged from the duress of countless contingent laborers who are tired of marginalization. We are academe’s scapegoat. What I want now is the chance to help others in my position by talking about solutions, not problems. We have heard and read ample adjunct narratives. Let’s talk about something other than the predictable statistics, and contribute our voices to action that seeks progressive change and empowerment.
“Like many adjuncts across America, I am a qualified and collegial asset to my university, and I want to move beyond the political apathy and/or aggression that fuel this crisis. Let’s all contribute to a conversation that is thoughtful and ethical. There must be a moral imperative to discuss the truths of our profession and abide by a standard of ethos and equality. And there should be a way to extend this branch to adjuncts and other marginalized university employees with a formalized concern for working conditions.
“In many ways, adjuncts are better positioned in the margins to advocate for change. I understand why most tenure-track faculty won’t add their voice to this uncomfortable issue, but what about those who have nothing to lose (myself and tenured professors)?
“Adjuncts are so marginalized that it makes more sense for us to speak out than to remain silent; indeed, those who don’t show concern are suspect. Why, as I say in ‘Adjunctification: Living in the Margins of Academe,’ should we go quietly into that good night?
“Of course everyone in academe is aware of the issue, but not everyone realizes that it affects us all. It’s time for all faculty to contribute to the revaluation of labor equality and hiring practices in higher education. We must stop undermining the profession, which only reifies the culture of fear and intimidation. So how do we do this? Here are some talking points:
1.
Establish
best hiring practices for all faculty. Form an exploratory committee of
interested representatives to participate (graduate assistants, adjuncts,
non-tenure, tenure-track, and tenured faculty).
2.
Talk about
pathways for part-time faculty that offer some form of job security. Even if
this means one class per term on a multiple-term contract, this would ease some
of the anxiety of terminal appointments. And it would cut the costs of new
hiring, training, payroll, and human resources. When qualified adjuncts are
converted to full-time faculty, teaching the equivalent course loads with equal
pay as tenure line faculty, there will be less bloat, a higher quality of
instruction and retention, and happier students.
3.
Professionalize
our marginal status. Adjunct faculty are essential to the operation of the
department, and university in general. Small measures of recognition here would
alleviate the stigma and isolation that contribute too much of the frustration.
For example, put our profiles in the online department directory so students
can decide for themselves what faculty members they want to learn with.
4.
Forge
opportunities to meet as one faculty unit; resolve to be an inclusive rather
than exclusive society. Let’s
humanize contingency. Adjuncts should no longer defer their place
in line at the water cooler or copy machine: don’t concede ground to bullies,
and don’t bully. Rather, cultivate a culture of fair play and mutual respect.
5.
Demand fair
and equal assessment. Quality standards matter, and innovative teaching methods
and quality go hand in hand. Hold all faculty accountable, and be mindful of
the working conditions that factor in a teacher’s success.
“To some, it might seem like I am asking a lot. But I am also conceding ground and pushing, rather, for improved working conditions that would make our marginal status more visible and valuable. I firmly believe that not all adjuncts are suited for tenure, but I do think a hybrid redesign of the current system is long overdue.
“In order to move ground, adjuncts need to organize in a climate of disparity. And there are online organizing tools to help us. Yes, we are overworked, underpaid, and transient; this is why we need concerted expertise and the backing of a union to guide us. It is foolish to approach department chairs, deans, provosts and presidents individually, though many of us, myself included, have done so per the chain of command, to no avail. Collectively, our voice matters, and the collective debris is catching up to several universities right now. The erosion will continue unless we all band together, now.”
from Re-Authoring the Adjunct Experience: 5 Talking Points by Tiffany Kraft
University and
College Adjunct Faculty Remuneration per Course in Illinois:
Medians compared
All Illinois: $2,700
All 4-year private not-for-profit: $3,000
Pay is based on
three-credit courses.
A Sample:
Augustana College: $4,500 per course
Aurora University: $2,400 - $4,000 per course
Benedictine University: $2,250 - $2,750 per course
College of DuPage: $2,440 - $4,880 per course
Columbia College: $1,400 - $6,360 per course
DePaul University: $3,000 - $6,000 per course
Dominican University: $2,300 - $3,200 per course
Eastern Illinois University: $3,000 - $7,667 per course
Elgin Community College: $2,118 - $3,360 per course
Elmhurst College: $3,000 - $3,227 per course
Illinois Institute of Technology: $3,000 - $9,500 per
course
Illinois State University: $3,500 - $6,400 per course
Illinois Wesleyan University: $3,000 per course
Lake Forest College: $6,500 per course
Lewis University: $2,700 - $3,000 per course
Loyola University: $4,000 - $12,000 per course
North Central College: $780 - $2,460 per course
Northeastern Illinois University: $5,475 per course
Northern Illinois University: $2,700 - $5,000 per course
North Park University: $2,680 -$4,800 per course
Northwestern University: $3,000 - $8,586 per course
Oakton Community College: $2,000 - $6,000 per course
Roosevelt University: $2,100 - $4,750 per course
Southern Illinois University: $3,000 - $6,000 per course
University of Chicago: $3,500 - $5,000 per course
University of Illinois at Urbana/Champaign: $2,625 -
$8,400 per course
University of Illinois at Chicago: $4,000 - $8,000 per
course
University of Illinois at Springfield: $5,500 per course
Waubonsee Community College: $1,875 - $2,100 per course
Wheaton College: $2,775 - $3,700 per course
The above information is from The Adjunct Project.
For more
articles about College Adjunct Faculty/a social injustice, click on the tab “college adjuncts” below this blog’s
masthead.
No comments:
Post a Comment
Note: Only a member of this blog may post a comment.