January 6 th , 2015 Saint Rose SEIU Adjunct Faculty Union - - PowerPoint PPT Presentation

January 6th, 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 labor-

management committee to mutually resolve issues

 A role in a robust new

employee orientation process

2% 5% 58% 60%

0% 10% 20% 30% 40% 50% 60% 70%

Pew Research Ideal 4 year private 1995 Saint Rose 2012 Saint Rose National Average 4 Year Masters

http://www.pewsocialtrends.org/files/2011/05/higher-ed-report.pdf

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

15+ Years 10-15 Years 1 Year 5-10 Years 1-5 Years

$9,600 $11,670 $15,730 $19,790 $23,850

$0 $5,000 $10,000 $15,000 $20,000 $25,000 $30,000

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

$2,400 $4,800 $7,200 $9,600 $19,766 $29,075 $43,845 $38,925

$0 $5,000 $10,000 $15,000 $20,000 $25,000 $30,000 $35,000 $40,000 $45,000 $50,000 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

$9,600 $22,041 $24,926

$0 $5,000 $10,000 $15,000 $20,000 $25,000 $30,000

Max St. Rose Adjunct Annual Pay (four 3 credit courses) National Median Annual Pay 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%

• f 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

$9,600 $12,001 $16,416

$0 $2,000 $4,000 $6,000 $8,000 $10,000 $12,000 $14,000 $16,000 $18,000

Current Adjunct Pay Adjunct Pay Adjusted for Inflation (CPI Albany) Adjunct Pay at Rate of Tuition Increase

http://data.bls.gov/ http://www.collegecalc.org/colleges/new- york/the-college-of-saint-rose/

$2,400 $24,570 $61,425 $3,200 $32,760 $81,900

$0 $10,000 $20,000 $30,000 $40,000 $50,000 $60,000 $70,000 $80,000 $90,000

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/

10 49 57 51

10 20 30 40 50 60

Adjunct Professor Compensation Assistant Professor Compensation Associate Professor Compensation Full Professor Compensation

National Percentile

http://chronicle.com/article/2013-14-AAUP-Faculty-Salary/145679/#id=195234

 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

• utside 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

• ffered 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