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

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 labor- management committee to mutually resolve issues  A role in a robust new employee orientation process

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

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

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

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

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

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

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

National Percentile 57 60 51 49 50 40 30 20 10 10 0 Adjunct Professor Assistant Professor Associate Professor Full Professor Compensation Compensation Compensation Compensation 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 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