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Order Number 9011980

Faculty power under collective bargaining at public, four-year
colleges and universities in M ichigan. (Volum es I and II)
Dobbertin, Leslie Ann, Ph.D .
Michigan State University, 1989

C opyright © 1989 by D ob b ertin , Leslie A n n. A ll rights reserved.

UMI

300 N. ZeebRd.
Ann Arbor, MI 48106

F A C U L T Y P O W E R U N D E R C O L L E C T I V E B A R G A I N I N G AT
PUBLIC, F O U R - Y E A R CO LL E G E S AND
U NI V E R S I T I E S IN MI CH IG AN
V O LU ME I
BY
LE SL I E ANN D O BB ER TIN

A D I SS E R T A T I O N

Su bm itt ed to
Mi c h i g a n State U n i v e r s i t y
in partia l fu lf il lme nt of the requ ir eme nt s
for the deg re e of
DOC TO R OF P H IL O S O P H Y
De par tm en t of S o c i ol og y

AB ST R A CT
FACULT Y P OW ER U ND ER C OL LE CT IV E B A R G A I N I N G AT
PUBLIC, F O U R - Y E A R COLLEGES AND
U N I V E R S I T I E S IN MICHIGAN
By
Lesl ie Ann Dobbertin

Change s

in

exam in e d

facult y power and
in

this

documentary

ba rg ain ed co ntracts
coll ege s
Changes

stu dy

of the nine

and u n i v e r s i t i e s
in facul ty

sources

whose

power were

of fa cu lt y
of the

collectively

Mi chigan public,

four-year

faculties are

unionized.

identified

by coraparing

original contract with the current co nt ra ct and
f ac ul t y

union leaders

and adm in ist ra tor s

The st udy d e m o n st r a te d
t h ro ug h

ba rg a i ni ng

or iginal

be

faculties

expla ined
or

Sources

d i s c o v e r i n g to

curren t con tra ctu al

k e y d e c is i o n - m a k i n g ar ea s
faculty,

what

var ious

institutions.

p o s i t i v e l y a s s oc i at ed with

of the

of

facul ty power
by

on each

contracts

campus.
power

fo llowing

faculty

power

extent var ia ti on s

among the nine
c h ar ac t e r i s t i c s

Character istics
faculty power

in

at

pe rcentage

of

least

of the

the
were
in

campuses

found to

included the p r o f e s s i o n a l

m e a s u r e d as the

the

interviewing

faculties t y p i c a l l y gain

success ive

contract.

invest igated by

could

that

power are

the
be
some

stature
faculty

h ol din g the

Ph.D.

faculties with
were at

de gr e e

gr e a te r power

equivalent.
had been

In

addition,

unio niz ed

longer and

institutions where a lower percentage

was tenured and where
Institu tio na l
power were:
on

or

strike,

the s t u d e n t / f a c u l t y ratio was

characteristics
size of
union

faculty,

affili ate ,

re du ct i on e x p e r i en c e d

of the

by the

not

associa ted

enrol lm en t
and

faculty.

extent

with

changes,
of

faculty
higher.
faculty
days out

layoff

or

C op yri ght by
L ES L I E A N N D O B B E R T I N

1989

DE DI CA TI ON
The pat ie nc e and e n c o u r a g e m e n t of my fam il y
e n a bl ed me to do this project.
Thank you, Margo, Jerry, and Konrad.

v

ACKNOWLEDGMENTS

M a n y p e op le h e l p e d me
in this project.
A d v i c e was g i v e n by
chair of m y
g u i d a n c e co mm i t t ee , Dr. F r e d
Wa i s a n e n , a n d the
other me mb er s, Dr. W i l l i a m Evens, Dr. W i l l i a m F a u n c e a n d Dr.
J am es McKee.
Marlene Murphy
a n d C hr is
Roll, m y
typists,
were
of
great
assistance
to
me.
Union
l e ad er s
and
a d m i n i s t r a t o r s on the
ni ne c a m p u s e s gave
of their time
to
s ha re their
experiences.
W i t h o u t the a s s i s t a n c e
of these
people, this p r o j e c t w o u l d not have be e n po ssible.

vi

TABLE OF CONTENTS

Page

LIST OF T A B L E S ...........................................

xi

LI S T OF F I G U R E S ...........................................

xii

Chapter

1 B A C K G R O U N D ..............

1

I nt ro d uc ti o n .........................................
C o l l e g i a l i t y .........................................
Change s in Higher E d u c a t i o n
......................
C o l le c t i v e B a r g a i n i n g
.............................
Di f fe r e n c e s of Intere st
..........................
P r o f e s s i o n and B u r e a u c r a c y ........................
Summary
...........................................
Chapter

2

1
7
8
15
30
34
53

M E T H O D S .......................................

57

The Q u e s t i o n .........................................

57

Ge ner al A p p r o a c h

....................................

58

I ns ti t ut io n s E x a m i n ed ........................
D o c u m e n t a r y Met ho d
..........................
I n t e r v i e w s ....................................

58
60
64

Measurement

of Va r i a b l e s

..........................

P o w e r ...........................................
S i g n i f i c a n c e of Change in Power ............
P ro f e s s i o n a l Stature of the F a c u l t y . . . .
S i z e ...........................................
S t u d e n t / F a c u l t y Ratio ........................
P e r ce nt a ge of the F a c u l t y Tenured ..........
Layof f or R e d u c t i o n Ex pe r i e n c e
............
E n r o l l m e n t ....................................
C h a r a c t e r i s t i c s of U n i o n
...................
H y p ot he s es and Test s

Chapter

65
71
83
86
86
87
87
88
88

..............

91

Tests of H y p o t h e s e s ..........................
H y p o t h e s e s ....................................

91
91

3 FI N D I N G S I:
CHANG ES IN F A CU LT Y POWER
UNDER C O L L E C T I V E B A RG A I N I N G ..................

100

I nt ro d uc ti o n

of Hy po th es es

65

.........................................

vi i

100

Q ue st ion s with R eg a r d to Chan ge

. . . . . . . .

102

Overal l F a c u l t y G a i n ...............................

103

F a c u l t y and In st i t u t io na l C h a r a c te ri st ic s
As soc i at ed with F a c u l t y G a i n ......................

107

P r o f e s s i o n a l Statu re
........................
Competing Explanations
......................
Un io n C h a r a c t e r i s t i c s ........................
Gr ow th of the I n s t i t u t i o n .....................
Summary .
......................................
Chapter

107
108
109
112
116

4 FINDINGS: PA R T II
F AC U L T Y
POWER
IN
SEL EC T
C O N T R A CT
AREAS,
PROFESSIONAL
ST A T U R E OF
THE
FACULTY, AND
OTHER
I N S T I T U T I O N A L F A C T O R S ..........................
119

I n tro du cti on

.........................................

F a c u l t y Power Over the

D e p a r t m e n t H e a d .........

119
122

M e as ur e s of Power
Over De pa r t m e n t Head
. . 122
M e m b e r s h i p in the B a r g a i n i n g U n i t .........
123
Met ho d of Se le c ti on of De par tme nt
Chairs .
133
R e v i e w of D e p ar t m e n t Chairs ...................
137
In for man ts O bs e r v a t i o n s about the
Role of the De pa r t m e n t H e a d ...................
142
F a c u l t y Power Over the De pa r t m e n t Chair and
the F a c u l t y ' s P r o f e s s i o n a l Stature
. . . .
150
S u m m a r y of Fi ndings About F a c u l t y Power
over the De pa r t m e n t C h a i r .....................
154
Co mp a r i s o n of Cu r r e n t E v a l u a t i o n P ro ce du re s at
the Nine I n s t i t u t i o n s ...............................

156

I n t r o d u c ti o n
....................................
Peer R e v i e w ......................................
The A p p r e n t i c e s h i p P e r i o d .....................

156
157
164

E v a lu a t i o n and A s s oc i a t e d P r o f e s s io na l
and B u r e a u c r a ti c V ar iab les ..........................

169

C o n c l u s i o n s ......................................

172

Fa c u l t y Power in Tenure D e c is io ns at
the Nine I n s t i t u t i o n s ...............................

174

I nt ro d uc ti o n
....................................
Me a s u r i n g F a c u l t y Power in Tenure
D e c i s i o n s .........................................

viii

174
176

Eff e ct iv e F a c u l t y R e c o m m e n d a t i o n with
Ex t e ns iv e C o n s t r a i n t s on Ad mi ni st ra ti ve
O v e rt ur n of F a c u l t y R e c o m m e n d a t i o n
. . . .
Ten ur e and I n s t i t ut io nal and F a c u l t y
Va r i a b le s ........................... . . . . .
T e n u r i n g - I n ....................................
S u m m a r y .........................................

178
185
187
19 5

Layoff and Recall:
C o m p a r i s o n s of C u rr en t Co nt rac t
197
Pr ovi si o ns at the Nine I n s t i t u t i o n s ............
I n t ro du c t io n
..................................
Issues in R e t r e n c h m e n t
......................
Layoff C on di t i o n s .............................
Consultation
..................................
Layoff Order
..................................
Recall Ri gh t s ..................................
C o n c o r d a n c e a m o n g the M e a s u r e s of Power
in Layoff and R e c a l l ........................
F a c u l t y Power in Layoff and Recall and
C h a r a c t e r i s t i c s of I n s t i t u t i o n s and
F a c u l t i e s .......................................

229

Ed uc at i on al D e c i s i o n - M a k i n g at the
Nine I n s t i t u t i o n s ..................................

233

The Ideal of C o l l e g i a l i t y and Pe rm is si ve
Sub je ct s of Ba rg a i n i n g
......................
C om pa ri s on of F a c u l t i e s ' Roles in C u r r i c u l u m
D e c i s i o n - M a k i n g A mo ng the Nine
I n s t i t u t i o n s .....................
F a c u l t y Power in Edu ca t ional Decis ion-Mak ing
and Ch a r a c t er istics of I n s ti tu ti on s and
F a c u l t i e s .......................................
C o n c lu s io ns ab ou t F a c u l t y Power in
Ed uc a t i o n a l Decis ion-Mak i n g .................
A g e n c y S h o p .........................................
I ntr od u c t io n
..................................
Va ria ti o ns Po ss i b l e ...........................
F a c u l t y Influence .............................
E n f o r c e m e n t of A g e n c y S h o p .................
N on - C o m p 1 i a n c e ........................
A d m i n i s t r a t i v e In fluence
...................
Pa tt e rn s of Change S u m m ar iz ed ..............
A g e n c y Shop and Other Me as u r e s of F a c u l t y
Power and M e a s ur es of Profes s ional Stature,
I nst it u t io na l C h a r a c t e r i s t i c s and Union
..................................
Organization
Analysis:

Fi nd in g s

II

197
204
212
220
223
227
228

233

244

253
258
260
260
260
262
264
272
276
278

280
282

The Me as u r e s of F a c u l t y Power . . . . . . .
F a c u l t y Power and Pr of es s i o n a l Stature
of the F a c u l t y ...............................
A l t er nat e E x p l a n a t i o n s for V ar ia ti on s
in F a c u l t y P o w e r .............................
C o n c l u s i o n s ....................................
Chapter

5 CONCLUSION

I ntr od u c t io n

282
284
293
298

....................................

304

.........................................

304

Va ri ab l es A s s o c i a t e d with High F a c u l t y
Power and Gains in F a c u l t y P o w e r ...........
Var i ab l es Se ld o m As so ci at ed with High
F a c u l t y Power or Gains inF a c u l t y Power . .
A PP EN DI X

305
308
312

Ce nt ral M i c h i g a n U n i v e r s i t y

......................

312

E a s te rn M i c h i g a n U n i v e r s i t y

......................

356

Ferris State Colle ge
Lake Sup erior

...............................
......................

436

......................

463

..................................

489

State Colle ge

Northern Michigan University
Oa kla nd U n i v e r s i t y

S a g in aw V a l l e y State Colle ge
Wayne

391

State U n i v e r s i t y

......................

543

.............................

591

We st er n M i ch i ga n U n i v e r s i t y

......................

LI ST OF R E F E R E N C E S ......................................

x

625
626

LIST OF TABLES

T ab le
Table
Table
Table
Table
Table
Table
Table
Table
Ta bl e
Table
Table
Table
Table
T able

Table
T able
Table
Table
Table
T able

1.
2.
3.
4.

P r o f e s s i o n a l Stature of the F a c u l t y .........
85
F a c u l t y Gains by Co nt r a c t Areas ..............
106
F a c u l t y G ai ns Years O r g a n i z e d ................
110
Department
Chairs' M e m b e r s h i p
in
the B a r g a i n i n g
U n i t ................................................... 132
5. S e l e c t i o n of D e p a r t m e n t C h a i r s ................. 136
6. R e v i e w of the De pa r t m e n t H e a d ................... 140
7. F a c u l t y Power over the D e p a r t m en t Chair . . . 141
8. Peer R e v i e w in E v a l u a t i o n ........................ 159
9. F a c u l t y Power in F a c u l t y Ev al ua t i o n .........
163
10. End to A p p r e n t i c e s h i p ......................... 167
11. O ve ra ll F a c u l t y Power in Fa cu l t y E v a l u a t i o n .
168
12. Gains in E v a lu at io n and T e n u r e ............. 170
13. F a c u l t y and
Administrative
A u t h o r i t y in
Tenure
D e c i s i o n s ....................................... 185
14. E x p e r i e n c e of L a y o f f ........................ 203
15. C r i t e r i a
Under Which
Layoff
isA l lo we d
at
the
Nine
In st it u ti on s
in
Order
ofInc re as in g
Administrative Authority
......................
218
17. Bases of La yo f f O r d e r ........................ 226
18. Recall R i g h t s ................................. 228
19. F a c u l t y Power in E d u c a t i o na l Decis ion s . . .
245
20. I n d ep en den t S e n a t e .......................... 252
21. C u r r e n t Un io n S e c u ri ty Pro vi si on s
.........
271
23. V a r i a b l e s A s s o c i a t e d with High F a c u l t y Power
299

xi

LIST OF FIGURES

Fig ur e

1.

F i gu re
F i gu re

2.
3.

F i gu re

4.

Figure
Fi g u r e
Fi g u r e

5.
6.
7.

Y ea rs O r g a n i z e d a nd P e r c e n t a g e of F a c u l t y
G a i n s ............................................... 109
Factors Associated with Faculty Gains
. .
. 118
V a r i a b l e s A s s o c i a t e d w i t h F a c u l t y Po we r
over D e p a r t m e n t C h a i r
.........................
151
F a c u l t y P o w e r over D e p a r t m e n t Head and in
F a c u l t y E v a l u a t i o n .......................
. . .
286
V a r i a b l e s A s s o c i a t e d w i t h F a c u l t y Po we r
.
. 301
V a r i a b l e s A s s o c i a t e d w i t h F a c u l t y Po we r
.
. 306
Variables Infrequently Associated with
Hi g h F a c u l t y P o w e r .................................309

xli

Chapter

1

B A CK GR OU ND

I n tro du cti on
Co nt ro l

over work

and

the work

place has

sl ipp ed a w a y from the perso ns p e r f o r m i n g the
has

beco me

collection
this

co nc e n t r a t e d
of

in

trend are

co ns e q u e n c e

of the d e v e l o p m e n t

65-69)

the

e f f ic ie nt

hands

work.
of

a

i n c r e a s i n gl y po werful managers.

broad h is to ri c al

or

the

sy ste ms

impli cat ion s

of

and

imperative

p ro du ct io n

the

Control
shrinking

The causes

v a r i o u s l y exp la in ed

of c a p i t a l i s m

t e ch no lo gi ca l

gradually

pp.

in cr eas ing ly

(Blauner

ultimate

as a

(Marx 1971,
of

of

1964).

co ns eq u en ce s

The

of

this

c o n c e n t r a t i o n of power are also debated.

A c c or di ng to some,

the

higher

trend

will

reverse

in dus tri ali zat ion ,
made

at

u n n e c e s s a r y by

contrast,

cri tical

intenti ona l

as

we

which time

blue collar

adv an ce d

mac hin es

theorists,

cl aim

This

this trend

that

dissertation

takes

According

to this

over

work is a c o n se qu en ce

resulting

from the

1974).

The

co n s e q u e n c e s

viewpoint,

(Dowd,
the

be

1976).

In

t h or ou gh

and

of p r od u c t i o n will

1977,

pp.

critical

325-351).

perspective.

of a c o n c e n tr at io n
of

per sp ec ti ve

of this co nc en t r a t i o n

1

of

labor will

erosio n of workers'

co nc en t r a t i o n

critica l

stages

(Bell,

re s t r u c t u r i n g of the control

be n e c e s s a r y to alter

their

reach

weal th

of power

(Braverman,

exa mines

for social

control

negative

structure

and

2
development
theo ri st s
the

of

is

Among

that co mmi tm en t

m e a n i n g of d e m o c r a c y

w o r k i n g with
pp.

people.

others

19-55).

people
and

lives.

f r i gh te nin g

ac cu s t o m e d to

as

1984,

in W e s t e r n s o c i e t y
not care to

idea of

a free

have

and equal

people

more

in large,

a c c o m m o d a t i o n to

such se ttings
fear ful

(Ewens

to seem foolish

cour se s of a c t i o n

and

d e c is io ns

in

peers ma y come

having superiors

un sp o n t a n eo u s

critical

lack of e xp er ie nc e

of people

The

of

will di m i n i s h as

so that th e y do

w o r k i n g to ge th er as

even

for

in ma ki n g major

The very char ac te r

over their

fears

to d e m o c r a c y

is lost

m a y g r a d u a l l y be a l te re d
control

the

become

and

and

more

experts de t e r m i n e

their

authoritarian bureaucracies.
we m a y become

of

freedom:

de s c r i b e d as the a u t h o r i t a r i a n p e r s o n a l i t y

In

unauthentic,

c h a r ac te ri st ic s
(Ewens,

1984,

pp.

19-55).
There
changes

have

been

rev er si ng

this

d i s c u s s i o ns

and

even

trend of c o n c e n tr at io n

giving wo rke rs back some of

the control

sma ll- sca le
of power and

lost to m a n a g e m e n t .

In these c h a n g e s , t y p i ca l l y giv in g workers more control
s e c on da ry result
reasons.
changes

of a

Greate r
pro pos ed

effort

to

cases,

worker

worker

involvement

in mode rn m an ag em en t

increase p r o d u c t i v i t y

workers to save
plant wh ich

re st ru c t u r i n g des ign ed

contro l ma y be a

and

is

for economic

often among

profits.

side effect

by

the

the or y as part of an
In

other

of stru gg le s

the ir jobs by purchas ing and keepi ng

is being di sc ard ed

is a

capita li st

of

open a

investors due

to inadeq ua te

profits.

in wo rk pl ac e

d e m o c r a c y have been co n d u c t e d

purpose
these

of

Elsewhere,

imp roving

ideas

the

and ef for ts

some

q u a l i t y of
to

limited ex p e r i m e n t s
for the p r ima ry

work.

increase

All

worker contr ol

small co un te rcu rre nt,

much ove rw he lm ed by the major

r ed uct ion

control.

of worker

major

consequences

No net heless,
does

for

belie

the

people's

are

not had

work

life.

this c o u n t e r c u r r e n t ma y be,

belief that

people

a

trend of

These changes have
most

1 imited thou gh

together

can become

it

cheerful

robots.
The p ur pos e
small but
over

of

important workplace,

work

and

w o r kp la c e

memb er s who are
which

have

examined.

there

a

faculty

This

power

The quest ion
over

of f ac ul ty
under

b u r e a u c r a c y will be

co ll e c t i v e

less

ideal
used

awa y

types

if control
faculty

in this s e t t i n g .

Changes

over

work

is

:

Do

the

will be

to answer

two

f a cu lt y members
the proces s

is in place?

or perhaps

no

ba rg ain in g?
is:

Under what

able

to secure

of

s ince

on ca mpuses

the process

in this s t u d y

The

see

work throug h

power

fa cul ty more able or

the w or kp la ce ?

to

projec t att empts

ba rg a i n i n g after
loss

examin e a very

from

control

research

que s t i o n e x a m i ne d
is a

in

their contro l

collective

is si ip p i ng

of c o ll ect ive barga ining

qu es t i o n s .

increase

is to

academia,

a mo ng the worke rs

occ urr ed

introduct ion

major

this d i s s e r t a t i o n

of

Or

is

change

in

A

second

condit io ns
power within

a pr of es si on and

to help expla in v ar iat io ns

of a
in the

amount s of power
What
the

faculties ex er ci se

im pli cations do chang es

h is to ri ca l

trend

work?

It might

small

segme nt

of the work

and di f f e r e nt
collar

workers.

of wo rk er' s

be ar gu e d

from blue

campuses.

in fa cul ty power

of e ro sio n

their

on d i f f e r e n t

force

have

contr ol

that a c a d e m i c i a n s
and are also quite

over
are a

removed

collar worke rs and even most

There are some

for

white

bases to these claims,

the smal ln es s and the d i s t i n c t i v e n e s s

of a c a d e m i a

but

should not

be o v e r s t a t e d .
Tho ug h facul ty

m e mb er s are

few

in

numbers,

the nature

of the ir w o r k , d i s s e m i n a t ing know le dg e and h e lp in g

to create

the

influence

ideology,

puts them

in a po si t i on to have some

upon

think ing of the general

public.

This

is increas ingly

true

as more and more people

att en d colle ge

when young and

also as r e t ur ni ng s t u d e n t s .
The nature
blue

of a c a d e m i c work

and white collar work as to

worker

control

and contr ol

over

higher e d u c a t i o n
over

their

desk ilied

output.

work.

immune

d iscipline.

facul ty

D i s s e m i n a t i o n of

by increas ing

d e v el op ed wi t h i n

be

or

from

to reduct ion of
of d e s k i 1 1 ing

Both te ch n i q u e s have been used

and have reduced

t o d a y 's scholar

s ingle

not so d i s t i n c t i v e

t hr ou gh ma na g e m e n t te chn iqu es

ed uc a t e d per so n of the
by

is

m e m b e r s ' control

k n o wl ed ge

speci al iz at io n.

in

has

been

The w e l 1 - r o un de d

n in et ee nt h c e n t u r y has been replaced
scie nt is t with
More

di s c i pl in es

recently,
so

ex p e r ti se wit hi n
specialties

that most sc ho lar s

a

have
cannot

claim m a s t e r y over kn o w l e d g e w i t h i n a d i s c i p l i n e
within their
been seen

sp ecialty.

The ex t e n t of

in p o s i ti o n notices.

advertising

position,

indicate

sp ec i a l i z a t i o n

advances,

knowledge

cann ot

convincingly

deci si on s about e d u c a t i o n
the

body of know le dg e
experts,
man ag e m e n t

lack

of

disciplines.

In

r educed

outcomes

the past

of
by

have

exercise

new

increas ing

institutions

as

ef f e c ti ve ne ss

speci al

of the

A
make
to

f ra gme nt ed

a b i 1 ity

is overall

been d e p e n d e n t

techniques.

lack ing know led ge
and va l i d i t y of

spread s becau se

are
of

Becaus e

these

of

scores,

are

many
the

i nst ru me nt s

compar isons

disciplines

been

in

evaluating
such

to

dec is i o n s .

used

the d i s c i p l i n e s .
has

m ea su re s

a c ad em ic

forms

can be made acr os s

such mea su re s

upon

al low a d m i n i s t r a t o r s

the proces s

of any of

vario us

this d e p e n d e n c y has

over

s t an da rd ized

the

Various

w h ic h

evaluation
of

to get arou nd

th e y have

instruction.

produce

techni qu es
within

control

part

of

te ach ing a b i 1 ity

use

to

kn o w l e d g e

been de v e l o p e d

studen t

their

fragmented.

by a g r ow in g c a t e g o r y of

fa cu lt y m e m b e r s , but

St and ard ize d

t y p i ca ll y

As

but can on l y speak

pieces

have d e v e l o p e d

specialized

r ec om me nd at io ns
been

The

when

areas.

c om pe te nc e

as a whole,

whose

colleges,

of such s u b d i v i d e d s y s t e m s .

Administrators
their

can

becomes

are put to ge th er

administrators

specialization

specialty

claim

limited s p e c i a l t y area.

as

Even small

a

scholar

so much

of

by perso ns
The me an in g

much debated,
ef fe cti ve

means

but
of

control.
may

Re app oi n tm en t s,

p ro mo ti on s and

dep en d upon the r e su lt s

these

instruments give

questioned.

of numbers

Cla im s that

control

adm in is te r

on the basis of these

f u nd in g a c a d e m i c

by simple head coun ts

must

be

these

or

instruments.

programs

can be aided

of st udents e n ro ll ed

in the

of the p r o g r a m or by s ur ve ys ask in g gr ad ua te s about
succe ss

in

secur ing

De cisions about the c o nt en t
the use

of s ur vey s of

per ce p t i o n

of

programs.

Again,

not

great er

St ude nt s r a r e l y d e s i g n or

De cisions about

their

such measures.

students

make pers on nel d e c i s i o ns

cours es

of

tenure d e ci si ons

the

answered,

the

of

By

the

of

w hi ch

faculty members.

This

examples

are

ma na g e m e n t

pay.

throu gh

them

for

their

re quired

in

their

raised about

v a l i d i t y are
to

grow

to a d m i n i s t r a t o r s

vario us
is

not

administrators
not

intended

policies

in

in

seeki ng

reduc ed

man ag e m e n t

power

over

a d mi ni s t r a t o r s

necessarily

a v a i la bl e

justifies

to

exhau st

worker

work and

of m e t h o d s

are

control
the

used

work.

These

the d i s c u s s i o n

but

to

the a u t h o r i t y

over a c a d e m i c

academia

that

aca d e m i a throu gh use

measures,

knowledge

demonstrate

workplaces.

as k i n g

courses

useful

good

can be made

ins tr um en ts co nt in ue

these

secure k n o wl ed ge

by

with

over a c a d e m i c decisions.

means

exerc is ed

by

q u e s t io ns

p o p u l a r i t y because t h e y are
greater control

of pr og ra ms

graduates

worth

but

e m p l oy me nt

o f fe re d

and

w o r kp la ce
by ma na g e r s

of
to

increasing
occurs
in

in

other

7

With the
also

its

significance

similarities

of the

to other

wo rk p l a c e s

turn to an e x a m i n a t i o n of the ways
influence

in their

ac ad em ic wo rk pl ac e

in which

wo r k p la ce and the ways

in mind,

and

let us

faculty have had
in which this has

changed.

Collegialitv
Formal a u t h o r i t y over the a c a d e m i c wo rkplace
boards of contr ol
or a p p o i n t e d

give

r e c om m e n d a t i o n s

colleg e
much

governance),

(Kauffman 1980,

p e r i o d i c a l l y and
as

(or

the

which are either

53-55).

These

to d e ci si ons

the higher

administrators

by

In the past

authority

to

run

areas

m ay d e le ga te
of

more

impact on the

ma na g e m e n t

and de pa r t m e n t
organization,

to

heads.

higher
At

over

the

called c o l l e g i a l i t y .
on committees,

and

sp eci fic de ci si on s

on

w hi ch

institutions
Under

and general

the

The president,

these

levels

in

sp ec if ic
deans
of

the

in de ci si on- mak ing .

faculty have shared
in which

this system;

senates;

the

to

level ad min ist rat ors ,

an y of

method by

of

ins ti tu ti on

a u t h o r i t y over

facult y might pa r ti ci pa te

The tra di ti on a l
the contro l

or less

pr e s e nt ed

institution

through their se l e c t i o n of the president.
turn,

elect ed

boards have d e l e g a t e d

the

pres ide nt and have had their major

with

boar ds meet

final ap pr ov al

or university.

of

pp.

rests

they work

in
is

wit hi n de pa rtments,

fa cul ty members di sc u s s
policies.

Faculty

both

membe rs

8
often serve with
fellow

me mbe rs

bodies varies
an

a d m i n i s t r a t o r s and
on

from

institution,

ce rt ai n types
over

such

i ns ti tu ti on

a facult y

factors

of

the

(Blau 1956,

gov er na nc e

has

have

the e f f e c t i v e n e s s

251-280).

role

Change s
the

these

Even wit hi n

influence

over

influence

varies

such

as

as

with

size

and

Fa cu l t y pa r t i c i p a t i o n

over

time

the

due to

in

h i sto ri cal

functions

of

of admin is tra to rs,

of the c o l le gi al

In the past,

institution.

involvement

al ter ed

ch ang ed the

a u t h o r i t y of

institution,

pp.

st ud en ts

but r e l a t i v e l y little

also vari ed

wh ich

education,

to

Faculty

characteristics

The

might have great

of d e c i s i o n s

others.

prestig e

bodies.

so metimes

higher

and reduced

sys te m on some c a m p u s e s .

in Higher E d uc at ion

administration

up of

former p ro fe ss or s who,

am o n g

peers

as

of a college

was

made

were

first

The pr esident was

often

ad mi ni strators,

rather than e m p l o y e r s .

an e mi n e nt

scholar who might

have some a b i 1 ity and a m b i t i o n

to lead.

A less s y s t e m at ic

a p p r o a c h to a d m i n i s t r a t i o n

higher

e d u c a t i o n was

ci r c u m s t a n c e s

possib le

for colle ge

Administrative

tasks were

fund ing plent i f u l .

Under

differences

be

could

spe n d i n g

money.

mak i n g .

Co ll eg es

a few

management

decades ago
were

more

f e w e r , e n r o ll me nt s

with

1 ittle

because

forgiving.

growing,

high grow th and plent i ful

res ol ved

in

and

funding,

con fl ic t

by

Fewer aud iences watch ed campuse s d e c i s i o n ­
were

r e l a t i v e l y au ton omo us

and had

to

ac cou nt to

fewer

C h an ge s
place of

over the

higher

As a result,
the

older

In

campus

searching

decade s

have

larger

of c o l l e g i a l i t y has

al te re d

social

have changed.

A

of

facul ty

a change

institution.
is the
of

causes

focal

causes

of

emb ro ile d

major

of

determinant

in

the

out

the

the

of

point of ch ang es
c ol lec ti ve

co ll egiality,

on a n y given campus can

Fr o m the p e rs pe ct iv e

single

the

faculty,

in campus

b a r g ai ni ng

the p r e s i de nt 's

on

faculty's co nf id en ce

177).

pres ide nt

it

does

frustrated and an ge re d
If pr es id en t ia l

and
over

P la cin g

m a y focus anger and stir

but

structu ral

p.

ch an ge s

from eve nt s

not

on a partic ul ar

effects

upon

decades.
the role

th e y will

The nature

on the

p re si de nt s

have

of c a m p u s e s .
we must

changes.

We

look

for

must step

campus at one point

look at s o c i e t a 1 l e v e 1 chang es
a few

why

changed,

und er l y i n g such

their

the onus

on a number

be havior has

in

as a

a facul ty to or ganize a

ex p l a i n

faculties

various

stance

organize

1979,

the

relations.

in the p r o b a b i l i t y that

(Owen,

co nf li ct

pr e s i d e n t of

system of c o l l e g i a l i t y and

back

system.

been re pl a c e d by

t y p i c a l l y blames

cam puses so m e ti me s

union,

the

In some cases,

e r os io n of

immediate c i r c u m s t a n c e

a t t e n d i n g such

Studies

rela ti on s

for

mislead in g.

p re sid ent

few

today.

bargaining.

e x a m i n i n g the

the

last

is the case

e d u c a t i o n wi th i n the

the sys te m

c ol le ct iv e

be

other ag en cie s than

in time

which have

been occurr ing

of these

c h a n g e s , their

of the pr esident

and the

re sultant

10
changes

in cam pus

One aspe ct

relat io ns must be examined.
of cha ng e m e n t i on ed

increased c o nf li ct
as

size

on cam pu se s

increases,

r e la ti on sh ip s

follows,

co ll egi al

s tr uc tu re s are,

d i f fe re nt

is growth.

this

of

is

to

the

total

levels w i t h in the

faculties.

For

to

institution.

public col leg es
un io niz ed

and uni ver si ti es

(the Unive rs ity

U ni ver s i t y ),

a mo ng

and

the

and S a g i n a w

Wh ate ver

its

if

We

turn

must

which have

al te re d

institutions
Among

these

edu ca ti on
with

to a

in

in

funding

number
the

order

are

effort s

for higher

education,

private enterpr ise over
The
e d u ca ti on

up he av al s
to

stagna nt
and

higher

of the

solve social

State
(Lake

C o l l e g e ).
one

factor.

h istor i c a 1 changes

ex pla in changes
(1) the

are not

unionized

is only

of spec i f ic

at

four-year

Val le y State

gro wt h

form

on small

and M i c h i g a n
are

in

among social
collegiality.

involvement

to r e c t i f y social

(2)

in

uni on iz at io n

po si t i on of ed uc ati on
to

change s

inequality,

any,

seems

advice

M i c h i g a n 's

sma lle st

more

First,

the two largest,

Super ior State Colleg e
influence,

It

Secondly,

led to

of M i c h i g an

two

give

that

and

bu re a u c r a t ic

faculty

example,

more

explanation.

themselves,

al low

is ar gu e d

suffers.

cam pus es as well as l a r g e , c o n f 1 ict has
of

It

and c o l l e g i a l i t y

that

or ga ni ze d

attempts to explain

bureaucratization

dou btf ul

and are

in

of

higher

problems as so c i a t e d

enrollments,

(3)

(4)

influence

increased

scarcer
of

education.

1 9 6 0 's led
problems.

to at tempts
Higher

to use

e d u c a ti on was

11
given the r e s p o n s i b i l i t y
poor

and

mi no rit ies ,

interest

pro gr am s

ed uc at io n more
g uid eli nes

p r o vi di ng

and

r e l e v a n t to

been that
accountable

to a larger

previously.

Anoth er

middle

administration

to

the

factor

co nd i t i o n s
sec ur in g

of the

p.

pres ident

and

for

themsel ves

financial m a n a g e m e n t

un iv er s it ie s are
than they were

to expand.

Fr o m the

funding

increased

instructions

campus

fund i n g .

for

by more

increased by

to be

for

of the

p.

is the
ec onomic

more acti ve

Funding pro blems

to

dec is io ns
170).

in st itutions

have

deman d more
made by

The

pre ssu re to

in

in the ma na ge me nt

caus ed boards

1975,
publ ic

relations

Deter iorat ing

co ll ege s

ju s t i f i c a t i o n

feel more

has

the a d m i n i s t r a t i v e

in vo lve men t of truste es

(Baldr idge,

increased

13).

ins titutions and have

e xp l a n a t i o n

on ca mpuses

1 9 7 0 ' s,

from state a g e n c i e s .

increased the

were created,

e d u c a t i o n had

have c o m p e l l e d

funds

Programs

have had

a l t e r i ng the

increased c o m p e t i t i o n

m a ki ng higher

is that

for

to

special

of the co ns eq ue nc es

early

in higher

and

of agenci es

c on s e q u e n c e

(S c o t t , 1978,

Anothe r

One

number

opportunity

and

co ll e g e s and

while e x p e n d i t u r e s

only 10%

also

of

in st itutions

1960's

than 30%

youth.

r e s p o ns i bi li ti es .

of the

help,

and p e r so nn el

administrators

branches

equal

c ou ns el in g

remedia l

legislated,

to meet these

of a s s u r i n g

the

trustees

account

for

the

for which they are

u lt im at el y r e s p o n s i b l e .
As

a consequence

of these

social

reform

efforts and

12
w o r s en in g ec ono mi c conditions,
eno rmo us pressure
federal

more diver se

pp.

77-78).

about

in

state

of the

governing

c o ns eq ue nc es

away

First,

from the

f a cu lt y

number

of off-cam pus au diences.

style

of

the

p r e si den t

and

This

shift ed

upon

has come

turned

toward the

Second,

has

1980,

of this pre ssu re

p re si de nt s have

of

boar ds and

(Kaufmann

is the er os io n of collegiality.

two ways.

a t t en ti on

go ve rnments,

c o n s t i t u e n c y of st udents

One

the pres ide nt

exp er ie nc e

to meet the so me tim es c o m p et in g de ma n d s

agencies,

the

colleg e pr esi den ts

their

g r ow in g

the a d m i n i s t r a t i v e
from

co l l e g i a l

to

manager i a l .
The pres id en t

must a d dr es s more a u d ie nc es

so more c a r e f u l l y

than

its p r io ri ti es have
con ce rn s
era,
and

in e a rl ie r decades.

become

The

f a cu lt y and

only one of a number

of pr es s i n g

which a p r e si de nt must

a p r e s i d e n t ’s

n u r tu ri ng a

take

c o n c e p t i o n of

an a c a d e m i c i a n ' s

ideal

discipline

of

into account.

in st itutional

an o p ti mu m

often are

at odds.

co ll e g e s

abu n d a n t

funding

was av a i l a b l e

placate,

faculty

re quests while a c c o m p l i s h i n g
1983,

increased

demands

co ngenial

atmosphere.

ad m i n i s t r a t o r s

for

often

autonomous;

to accommodate,

p . 33).

Sc ar c i t y

a c c o u n t a b i l i t y have

find

Under
it

mode of facul ty p a r t i c i p a t i o n

these

p ri or it ie s

In an

however,

(Brown,

were more

In any

environment

period,

objec ti ve s

and must do

for

earlier
and more

or at

least

pr es id e n t i a l
of

funds

and

u n d e rm in ed

this

changed cir cu ms ta nc es ,

d i f f i c u l t to use the c o l le gi al
(Lee 1978,

pp.

9-10).

13
In

the most

facing an
to give

recent past

administrator
the g r e a t es t

the most

might be de ci d i n g

increase

in such decisi on s.

The

to

little

their

a

de c i s i o n s are
in

that

and

or

funding

re duc i ng

Administrations
decisions

al t e r n a t i v e s
the

throug h a

to

governance

all camp us

about

facult y me m b e r s

to

of

scarcity

forwards
Under

use.

expla in
and wait

r e c o m m e n d a ti on s

current c on dit io ns

Some

state

losses.

to

or dep ar tm en ts

Such criti cs

risks are

inefficiency

terminating

of one an ot her 's

time

s p e e d y d e c is io ns

constituents

when

Re duc tio ns

times of

the coll eg ia l

to

that

in

have the

and

that

difficult

claiming

mean

Today

to avoid serious

committees.

c o n s i d e r e d decisions.

de c i s i o n s

always

c o m pl ai n

is

that

ra pi d l y

de b a t es

of

more dire.

only

A d m i n i s t r a to rs com pl ai n

f a c u l t y c o m m it te es

ser ies

increases.

the demise

co mp l a i n

not

fa cu lt y

administrators

disagree,

also

do

might

is n e c e s s a r y for somet hin g to be cut.

need to be made

Administrators

while

it

in

Faculty

losers would have

some ti mes

positions.

f a cu lt y w on 't co o p e r at e

pr ograms even when

of

for

harder and c o n s e q u e n c e s

enrollments

pr ograms

longer

to which p r ogr am

in funding.

pa r t i c i p at e
wait

di f f i c u l t qu es t i o n

mode of
facul ty
are
that

shared
members

often

involvement

is

p a r t i c u l a r l y important

great.

Administr at or s'

collegiality

be a ruse

is

ill-

claims

bel ieved by

used by a d m i n is tr at or s

in

some

to gain

power.
Anothe r

source

of

change

in

campus re lations

is the

14
increasing
causes
the

in trusion

for this

of priva te

chan ge

gr ow in g

(Beverly 1978,

interdependency

enterprise.

The

enterprise.

other

of

is

the

the world

of

has never

bus in es s

college

of the

role

school

for owners and top level

ideology which
been

sup por ts

e x pa nd e d to

a myriad

ex panded the number
in

the past,

to learn tasks
The qu e st ion s
p opu lat ion

own desire
As
made

on

finishing

Th is role

has

sp ec ial ize d t r ai ni ng

for

lower a d m i n i s t r at iv e

T r a i n i ng persons

for speci f ic

of sp e ci al iz ed co urs es and has

turn

of how much

needs

needs

part

and to produc e an

offered.

to busines s

Today,

more

to learn

which p r e v i o u s l y has been taught

technology.

societal

from

than

what to

Now stu de nt s are req uir ed to atte nd college

are

meet ing the deman ds
new

ma na ge rs

pro grams

c o l l e ge s

teach s t u d e n t s .

serve as a

in te chnical and

of

private

a d mi ni st ra to rs '

pr ivate enterpr i s e .

increased o ff eri ng s

is

of management.

has been to

ranks of privat e e n t e r p r i s e .
jobs has

and

In the recent past,

include pr o v i di ng

of worke rs

One

been e n t i r e l y se pa ra te

enterprise.

of col leg es

67-91).

ed u c a t i o n

imitation of privat e e n t e rp ri se modes
Higher e d u c a t i on

pp.

There are two

and what

Less
for an

kind of e d u c a t i o n

i n c r e a s i n g ly ans wered

of bus iness
and

on the

in

for trained workers

less

the

terms

of

and

for

fr eq u e n t l y men ti on ed

ed uc a t ed ci t i z e n r y or

job.

are

the stud en t' s

for perso na 1 e n r i c h m e n t .

bus ine ss

interests pr e do mi na te

campuses,

co lleges

and

in

more de ci sio ns

univ er si ti es

are

less

15
autonomous

and more d e p e n d e n t

interdependency

of b u s i n e s s and

the e c o n o m y have more
This ma y

be

upo n business.

part

campus,

and

of the

ways

of

reason

higher

are now

managing personnel

funding

(Scott,

1978,

p.

17).

ways

administration.
is

harder

With this change

They

Collegiality
management.

does
As

are
not

e mployees,

for

to

see

the

t e r m i n o l o g y of

"marketability"

see

fit

first

s t u d e n t s and

higher

who

are

education

in s t r u c t u r e and

to

seem to

the

controlling

in

employees

roles,

faculty memb e r s
must

into

be

the new

f a c u l t y memb e r s

are

it
as

managed.
style

not on

of
the

team.

Collective
All of the above
of higher

and

thinking

for a d m i n i s t r a t o r s

colleagues.

ma n a g e m e n t

of

with

The b u s iness

part

come

on

first a m o n g peers,

and c o m p e t i n g

"accountability",

the

longer

in

business

e n t e r p r i s e s and not

No

"productivity",
of

have

in

education.

administrators

levels,

preoccupied

budget,

for

Administrators

in b u s i n e s s

new

fluctuations

increasingly adopting

foremost as a c a d e m i c i a n s .

administrators

that

thinking.

p a r t i c u l a r l y at

t h e m s e l v e s as m a n a g e r s
and

education,

immediate c o n s e q u e n c e s

c o l l e g e s and u n i v e r s i t i e s are
language

With this

recent

Bargaining
changes

have alte r e d

level coll e g e a d m i n i s t r a t o r s .

particular a t t e n t i o n

to the

a u t h o r i t y and visibi l i t y .

president's

the

role

F a c u l t y memb e r s
role

because

pay

of his

The chan g e s d i s c u s s e d above have

16
s e parated
the

the p r e s i d e n t ' s

concerns

dif f i c u l t
members'
their

of

the

for the

difficult

to

campuses,

a c a d e m i c i a n s and

president

perceptions

requests.

interests and p r e o c c u p a t i o n s
have

to give

made

credence

it

to

of their d i s c i p l i n a r y needs

from
more

faculty

or to grant

As t r a d i t i o n a l c o l l e g i a l i t y has become more
use

as a

mode

of

conflict-ridden

a d m i n i s t r a t ive

decision-making

restructuring

relationships

m a y occur

on some

of

faculty-

and ma y

result

in

c o l l e c t i v e bargaining.
Collective
uni v e r s i t i e s

bargaining
is

of

relatively

facu l t y
new.

in
After

c o l l e c t i v e l y b a r g a i n e d agr e e m e n t was

signed

campus

4),

in 1967

rapidly.

(Johnstone

By

or g a n i z e d

1977

about

institutions

bargaining

(Douglas

Predictions
bargaining

1981,

about

g overnance.
will

bargaining
collegial

Some

(M i c h i g a n

La w

which
Review

full-time
p.

four-year

f a c u l t y were

2) and by

o r g anized

range widely.
faculty will

p.

of the

on a

first

o r g a n i z a t i o n grew

consequences

with

with

1979,

the

and

1981,

284

for

colle c t i v e

of

collective

59).

anticipate,

str u c t u r e

relationships

p.

disappear

(Begin

of

were

the

on the campus

p.

1977,

(15%)

forum wi t h i n w h i c h

senates

25%

(Carnegie Council

four-year

is the

1981,

colleges

the

55).
senate

come
1969,

with
pp.

One a rea

of debate

participate

in shared

concern,
onset

that

of

Some believe

faculty

collective
that

the

can coexist with the

new

collective
262-3;

Public

bargaining
Employee

17
Bargaining;
A

Topi c a l L a v R e p o r t s

broa d e r

faculty union,
once

issue

is that

or a n y union,

established

1979,

as

a

will

points

to

a number

labor unions

likely

to

support
of

of
of

the

members

and are

which a

f u n ction as a cha n g e agent

industrial

(1975)

become e s t a b l i s h e d

to

theory

Hyman

interests

the extent

structure.

of a

the

60106).

legitimate

development

promote

gene r a l

of

p.

his

relations,

forces which will

make

status

than

in

g iven a

In

quo rather

change

role

in

once

unions

the d e c i s i o n ­

m aking process.
The most s i g n i f i c a n t
distribution

of power

make a v a i l a b l e
to

oppose

relationships.
of

that

a

of

demo c r a c y "

re t a r d
Hyman

which a

in d e c i s i o n - m a k i n g

labor

(1958,
unions

rules w h i c h makes
p.

capitalist

society,

a u t h o r i t y and

workers

p.

76)

of

94),

democracy

one

leaders

but do

of

democratic

will

relatively uninvolved
select

those

b e l ieves

to

which

ideology

against

development

(1975,

i nequitable

that

the

shift

from

of
and

"liberal
u n i formed

not p a r t i c i p a t e

otherwise.
pp.
to

become p a r t i c i p a n t s

(1958,

the

participatory

members p e r i o d i c a l l y

of

of

is the

d e c i s i o n - m a k i n g w i t h i n unions

in

Dun l o p

forces

resources,

interests

and

structure

within a

extensive

the

ca p i t a l i s t s

of these

317,

368)

become

also d i s c u s s e s

less

in the proc e s s

labor

the

tendency

c h a n g e - o r i e n t e d as

of d e v e l o p i n g a s y s t e m of

r e l a t i o n s more p r e d ictable.

like Hyman,

they

recognizes

power

re l a t i o n s

Dunlop
in the

18
large

s o c i e t y as

a

d e v e l o p and w h i c h
The

influence

challenge

might offer will
capitalists

to

file workers have

it will

to

the

st a t u s quo

d i m i n i s h the

over their

est a b l i s h e d ,

as

The gene r a l

is

the p r o b a b i 1 ity

and to make

of their members,

according

general

unions

that

in

w i t h i n the union,
membership.
that

difference

(1975),
of

the

membership.

which t h e y e njoy

of

these two
will

The

factors

be

to the

change

interests

not onl y because

democracy

in

structural

worker

First a m o n g

the

tasks

differ

of the

factors

l e a d e r s h i p and the rank

in the

considerably,

which

and

these

of unions,

of a d m i n i s t r a t o r

in

file

is the

w h i c h will
str u c t u r e
from the
union and
and this

leade r s h i p of the union
performed

come

capitalistic

of a large a d m i n i s t r a t i v e

remo v e s

once

in m a i n t a i n i n g

g e o g r a p h i c a l l y and s o c i a l l y apart

collar

further

under

centralization

The roles

of blue

lie

responsive

industr ial u n i o n s .

lead to the d e v e l o p m e n t

rank and

d e m o c r a c y w i t h i n unions will

to H yman

size and

that

that

of o r g anizations,

that unions

but als o beca u s e of other

m e m b e r s h ip of

unions

less d e m o c r a t i c .

create d i v i s i o n b e t w e e n the

increase

interests

less

is,

discouragement

s o cieties

labor

In addition,

is typical

consequence

This dr i ft a w a y from
about,

which

own unions.

high s t a t u s .

a gents

r e lations

relatio n s h i p s .

influence

s y s t e m of r e l a t i o n s h i p s

to reduce

labor

labor-management

be led by p e r s o n s whose

the curr e n t

which

be r e d u c e d not o n l y by the great power

have

a union becomes

context within

the two

from
roles

19
differs,

as

roles.

does the p e r s o n a l i t y types

The

two differ

also

in

community,

a d i f f e r e n c e w hich H y m a n

will cause

the

union

his p o s i t i o n and
collar

labor

centralized

quite

force.

on

convergence

Social

leade r s h i p

leaders

for

relationship

fear
wit h

are m a n a g e d by elec t e d

at the

the typical

local

the national

as

part

out

together

with

that

76).

good

1975,

over

purs u e d

the
by

bargaining

pp.

by

89-90).

the ex t e n t to which
for example,

local

is c e n t r a l i z e d
union

union

enterprises

Brit i s h unions,

union

lead to

labor

not be
a

to

that members

cont r o l

lay off i c i a l s at the
U.S.

blue

of

b u s iness

(Hyman

to keep

forces can

ma y

out

level.

In

and managed

who are s e l e c t e d

by

leadership.

labor union

allow

of

points

p.

Grea t e r

level by full-time

There are
U.S.

the

authority

73)

points

of the

leaders,

disrupting

managers

p.

89)

larger

lends c r e d e n c e

1975,

members,

unions are d e m o c r a t i c varies.

contrast,

p.

the

ranks

var ious

on

of

of

c h a l l e n g i n g managers'
Hyman (1975,

union

m embership.

interest

in

distance

(Hyman

these

interests

and of
an

of

by the two

to make great e f f o r t s

the part of some

distinct

workplace,

(1975,

a void r e t u r n i n g to the

incomp e t e n t and a p a t h e t i c
The

status

d e c i s i o n - m a k i n g w i t h i n unions

the belief,
are

official

fostered

a number
and

of d i f f e r e n c e s

faculty unions

facu l t y unions to

in

b e t w e e n the
the U.S.

be more d e m o c r a t i c and

cha nge agents more than other

U.S.

unions.

typical

w hich
to

may

function

With regard

20
to s e l e c t i o n of
democratic
official

leadership,

British

model.

The

campus,

than

o r g a nization.

local

explains

the

unions,

as a leader

The

role d i f f e r e n t i a t i o n of

proc e s s

leaders

1 imitations

are not muc h

on

its own

national
r e s ources

but

In such

no

c e n t r a l i z a t i o n and
have

prono u n c e d

in facu l t y u n i o n s .

union m e m b e r s h i p and
of di fferences

democracy

activities

of

the

p r ofessor and

of

perhaps most

important,

not m uch e n h a n c e d

of

in

of

in states

each

campus

provides

processes

leadership

unions

The

are

of

which
not

as

between

the

is kept s m a l 1 by the absence

leadership

members.

the u nion

The

D i s tance

leadership

b e t w e e n union

unions

organizations

professionalization

er o d e d

and r a d i c a l i s m

leadership.

e ls e w h e r e

Hyman

other c a m p u s e s .

regional

direct

i.e.

by w h i c h

states,

from

local,

c e n t r a l i z a t i o n and

in f a c u l t y

c o n t r a c t a part

and p a r t i c u l a r l y

of the

of

union

liaison with the

and members,

apparent

the more

f u ll-time

democracy

independent c a m p u s e s .

b argains

work

resem b l e

functions more as a c o n s u l t a n t and

regional o r g a n i z a t i o n

with

f a c u l t y unions

The

activities
job

and the

skills

of the

leader are not so d i f f e r e n t and,

the status

of a facu l t y

member

by u nion a c t i v i s m nor by b e c o m i n g a

is

full­

time u nion official.
There
college

facu l t y

democracy
faculty

is anot h e r

r e a s o n to ex p e c t

unions

wi t h i n

involvement

will

i n dustrial
in

not
unions.

that d e m o c r a c y w i t h i n
be

as
The

diminished

as

tradition

of

instit u t i o n a l d e c i s i o n - m a k i n g ,

i.e.

21
collegiality,

lays

a

e d u c a t i o n w h i c h has a
upon

labor

together
control

over

the ir

to

i n s t i tutions
education

have

the ir

to

ab'i 1 ity

Administrators

the stat u r e

they meet

education

institutions.
tend

the

other
of the ir

to

faculty

Important

among

these

are

make

final

bureaucratic

their authority,

often

and

completely

take

the

pr ide

in

may

to the extent that
involvement.

democracy

involv e m e n t

status

univers it ies

facu l t y roles

other

of

in decis ion-mak ing .

in

higher

within

the

forces at work

which

in

decision-making.

legal

decisions

author ity

in man y

i d e ology of a d m i n i s t r a t o r s
both

types

colleg iality.

for col l e g i a l

enc o u r a g e

limit

to

of

inst itutions

H o w e v e r , there are

administrations

how the y are

nowhere

facu l t y

colleges

to

the

but are

c h a r a c t e r istics of

tend

and to have some

among different

i n s t itutions

facu l t y e x p e c t a t i o n s

The above

faculty

i nstitution offers

traditions

involve

in

cause

i n s t i tutions with higher

stronger
in such

of the role of

t h e y teach,
the

freedom

considerable

universities

traditions may vary

Administrators

e nhance

two a s p e c t s

what c o u r s e s and p r o g r a m s

Higher

memb e r s

higher

influence

academic

to d e c i d e how t h e y teach

higher e d u c a t i o n

tend

faculty

T hese

in

if not decisive,

in d e c i s i o n s about what

These

absent.

give

work.

of d e m o c r a c y

addition,

in c o l l e g e s and

members to expect
i nvolvement

In

tenure

facu l t y memb e r s

etc.

pervasive,

relations.

wit h

evaluated,

foundation

w h i c h are sup p o r t e d

which

of

areas and
justifies

by the ethos

of a

22
capitalistic
opposes

sys t e m w h i c h supports m a n a g e r i a l

wor k p l a c e

various

forces

democratic

d e mocracy.

produces a

The

a

faculty becomes

their

contention

supported,

at

unions

quo

Hyman's

(1975)

in

Observers

in

become

and Dunlo p ' s
labor

r e l ations

in higher

consequences

facu l t y power.

Some

fear

reduce c o l l e g i a l i t y and thus

reduce

governance

19),

will

(Fleming

1973,

(Chandler and

facu l t y power a c c o r d i n g
by some
effect
164) .

p.

simply contractualize

fo r mally

(Johnstone
a mong

tend to

hypot h e s e s

Julius

1979,

to types

1981,

inst i t u t i o n s

p . 44)

of

To

that

the

is

not

However,

maintain

the

r e l ationships,
is supported.
e d u c a t i o n are

unionization

will

u n i o n i z a t i o n may

facu l t y i n v o l v e m e n t

others

rights

(1953)

f a c u l t y power,

to faculty unions.

power

believe

previously
p.

79).

in

faculties

granted

less

Variation

institutions

but others

a

us as s e s s

education.

(1958)

the

after

conservative

once established,

which

D u n lop's

to expand

faculty/administration

of

in power

and

higher

that unions

a g r e e m e n t about

have upon

(1975)

least with regard

f a c u l t y unions

in

these

w ith some

administration

facu l t y unions c o n tinue

status

not

changes

The results m a y help

of Hyman's

to facu l t y

that

the

and an

unionized.

extent

if

facu l t y

applicability

an a lysis

of

features and some a u t h o r i t a r i a n c h a r a c t e r i s t i c s .

between

the

convergence

sy s t e m of r e l a t i o n s h i p s

This d i s s e r t a t i o n e x a mines
occur

a u t h o r i t y and

in

is e x p e c t e d

fear

(Baldridge and Kemerer

a leveling
1975,

p.

23
One of the reasons
variability
collective
new

of

predictions

bargaining

a p p l y to

about

relations.

collegial

method

of c o l l e c t i v e

in

of

b a r g a i n i n g adds a
found under

decision-making

collective

bargaining

the

consequences

Patterns

of

d e c i s i o n - m a k i n g under

consequence

the

is that c o l l e c t i v e

element to campus

t raditional

for the u n c e r t a i n t y a p p a r e n t

for

the

m a y not

b argaining.

The

f a c u l t y power

have

not been a d e q u a t e l y researched.
In

this study,

increase

their

bargaining,
for this

as t hey

after

to

in the

to

gain

that
onset

barg a i n s u c c e s s i v e
are

three.

exert

some

workplace.

the sy s t e m of r e l a t i o n s h i p s
use

the

power.

f a culties
of

the

to provide

influence

actions

bargaining

characteristics

facu l t y may
of

union

the st a t u s quo,

noted

Dun l o p

(1988),

unions.

Third,

Hyman

(1975)

particularly apparent
in

higher

extensive

education
power

is e x p e c t e d

that

in faculty
tend

to

give

in their workplace.
faculties

colle c t i v e b a r g a i n i n g
These are not,
cons e q u e n c e s

and

facu l t y
For

will g r a d u a l l y

of

alters

s t r ucture w hich tend to make t hem supp o r t
by

of

a legal means

by ad d i n g a r e s o u r c e

Second,

Reasons

process

over

Collective

will

collective

contracts.

First,

b a r g a i n i n g was d e v e l o p e d

emp l o y e e s

em p l o y e r s

is p r e d i c t e d

power

prediction

collective
for

it

are

as
not

traditions
relatively

these reasons,

it

gai n power after

is in place.

however,

the only persu a s i v e a c c o u n t s

of c o l l e c t i v e b a r g a i n i n g

for

f a c u l t y power.

of
It

24
ma y

be

that

organized

f a culties

for

bargaining

collective

s low down,

e r o s i o n of power.
select

that as

not

r es i s t a n t

b argaining.

facu l t y power

w hich

than

It

Indeed,

material

possibility

the

was
be

is

fore con f l i c t s
a

before

threatened
and

more

the onset

seen that

bargaining

of

faculties ma y

i n t r a nsigent

it

can

collective

their

d ownplayed,

under c o l l e c t i v e

outcome.

to

become

the proc e s s

is that

enhance

to become

power

and

Yet another

or

tend

to s h a r i n g

collective

to

power.

inte r n a l i z e d

eroding

reverse,

b a r g a i n i n g brings

administration may

possible

but does not

their

is

bargaining;

bargaining

collective

previously

power

Another p o s s i b i l i t y

collective

benef i t s and

whose

gr o w t h

is not

of
of

the only

it is this u n c e r t a i n t y of outcome

led to this s t u d y .
It

is

comp a r e

i m p ortant

faculties

who

b a r g a i n i n g wit h

those

question

here

gain

raised

power

collective

over

study.

collective
As
education,

and

This s t u d y

administrators

who

where

are
are

is whether

time.

bargaining

a not h e r question,

to note

The

that

this

org a n i z e d
not
or

so

whether

is not answe r e d

are

of

The

faculties

for g a i n i n g

concerns

or not
power

is

in this

faculties

already

not

collective

organized.

q u e s t i o n of

that q u e s t i o n

faculties

for

does

not o r ganized

is more e f f e c t i v e

addresses

study

committed

and
to

bargaining.
a

new

elem e n t

collective

in

decision-making

in

higher

bargaining's consequences

have

not yet

25
been est a b l i s h e d .

Collective

bargaining

from the t r a d i t i o n a l methods,
by

which

faculty

campus.

In

collective
issues

it

have had

order

to

bargaining
raises,

bargaining

it

with

involvement,

a role

decided

in

so a g r e e d upon can

decisions

its

subordinate,

If

these
an

faculty

a
are

of the

under

by both the
mutual

members'

has

to

continue

coll e g e

is not r e q u i r e d

role

under

(1)

a

below.

facu l t y and
agreement

be

place on

superior

the

is

involved

advice will

to

and

These

suggestions

not c o n d u c i v e

Whatever

is

colle c t i v e

not n e c e s s a r i l y

member

presented

bodies as a senate

administration

faculty,

the a d m i n i s t r a t i o n will

facu l t y

arrangement

board of c o n t r o l

bargaining

be enforceable.

colle g i a l i t y ,

restrictions

part of the subo r d i n a t e .
w i t h i n such

to

F a c u l t y memb e r s are

actions.

proce d u r e s

Under

a b o u t how

s ought or what

faculty

b a r g a i n i n g require

provisions developed

the a d m i n i s t r a t i o n .

in

and what

of

a d m i n i s t r a t i o n and the

m u t u a l l y agreed

not necessary.

of

their c o n s e q u e n c e s are d i s c u s s e d

contract

b a r g a i n i n g are

process

in two w a y s :

collective

(2)

First,

sys t e m

from c o l l e g i a l i t y

u pon

on

education

Collective

of the

two d i f f e r e n c e s and

how

decisions

to contr a s t c o l l e c t i v e

traditional

mutual a g r e e m e n t
procedures

the

in higher

colle g i a l i t y .

"collegiality",

in ma k i n g

is instru c t i v e

the

to as

understand

work

fundamentally different
procedures

referred

is rather d i f f e r e n t

for
by

candor

a

on the

facu l t y m a y have

at the will
c o l l egiality.

to disc u s s college

of the
The

policies

26
wit h

the

faculty

b argain ing,

under

the a d m i n i s t r a t i o n

fa c u l t y r e p r e s e n t a t i v e s
come to a g r e e m e n t
Within

which

subordination
does have
the

cont e x t

contract
is

contract.

activities

Legal

gives

about

problems

var ious

difficult

differences

collective
presidents

of the

bargaining

the s t r u c t u r e

the

disagree,

discussion

of

the table

makes

di fferences

For example,
which might

refusal

elsewhere

for

freedom to
The
of

union
speak

n e c e s s i t y to
di f ferences of
bargaining,

under c o l l egiality.

between

found

in

in c o l l e c t i v e

c o l l e g i a l i t y and
the role

college

bargaining.

Perhaps

bargaining encourages

on the part of

m a n y issues

but

in n e g o t i a t i o n of

colle c t i v e

of c o l l e c t i v e

later

adds a new e l e m e n t to

be d i s r e g a r d e d

can be

The

from r e t a l i a t i o n

under

the

wor k p l a c e

in negotiation,

discussion

avoid

the

to the employer.

necessar ily so

college presidents

collectively

from

and d i f f e r e n c e s .

post u r e

of

different

m e m b e r s greater

t y p i c a l l y take

less d e f e r e n t i a l
of

to

which might

Evidence

beca u s e

items

the

ef f o r t to

e q u a l i t y betw e e n

protection

faculty

faith"

is formal

relationships.

is not

colle c t i v e

to meet with

rules

w i t h a super i o r 1s r e q u e s t ,

a

opinion

a "good

for r e l a t i o n s h i p s

e q u a l i t y ac r o s s

i n s u b o rdination,

cover

required

the

of the e m p l o y e e

be

openly

of

there

faculty-administration
to c o m p l y

Under

issues.

quite

consequences

formal

is

and make

on c e r t a i n

the

bargaining a
parties,

collegiality.

faculty and

over which

because

the parties

t y p i c a l l y do not p a r t i c i p a t e

in

27
collective
w ould

bargaining.

A president

face di r e c t c o n f r o n t a t i o n s

president's
away

stature

the

as an

veneer

of

involved

in nego t i a t i o n s

w hich could

authority
an

d i m i n i s h the

figure and

could

peel

amia b l e p r e s i d e n t / f a c u l t y

relationship.
A second d i f f e r e n c e

b e t w e e n c o l l e g i a l i t y and c o l l e c t i v e

bargaining

is

that

provisions

can

be e n f o r ceable.

f o llowing

an

agreements
subject

arbitrator's

reached
to

collectively

major

arbitration.

reason

for

agreement,

different
more

agreement
fore.

The

on

agendas

may

The

openness

of

bargaining

to try

An air
of

be

collective
It is

a

to

prevent

the

need

bargaining

Greater

many

be

of caut i o n
the other

and

of v i e w p o i n t

and

leads some

causes

conflict.

to

reach
to the

points are
fears

of

party make

believe
Although

that

not

hidden

sus p i c i o n

d r a w n out and congenial.

conflict

is

collective

issues

kept,

for

s u s p i c i o n and

e x p ected under

differences

process may be

and

in c o l l e c t i v e

promises made must

in the proposals

common.

of

the

have made

flexibility.

n e c e s s i t y to cover

c o n c e d e d readily.

usually

enfo r c e

aspect

colle g i a l i t y .

these brings

Because

can

of e n f o r c e a b i l i t y

intera c t i o n

c o n flict

b argaining.

of law,

faculty.

from that of

open

This

administrators

a consequence

m utual

c o n tract

w h i c h the parties

administrative

u n i o n i z a t i o n of the
As

Courts

decision,

in c o n t r a c t s

b a r g a i n i n g res t r i c t s

b a rgained

The

colle c t i v e

the

process

28
fa c i l i t a t e s the d i s c o v e r y
p e r s p e c t i v e and

of

interest,

these d i f f e rences.
structure

of

played

and

of

not n e c e s s a r i l y cause

T hese d i f f e r e n c e s

are part of the social

particularly

f a c u l t y member.

down;

of d i f f e r e n c e

it does

higher e ducation,

administrator
are

and e x p r e s s i o n

Under

under c o l l e c t i v e

the roles

of

c o l l e g i a l i t y these

bargaining

these

are

underscored.
Where part i e s
interests
upon

is expected.

the nature

one

occupy different

is

above

punishment

or

other

the

other

negat i v e

to avoid m e n t i o n

are d i f f e r e n c e s
the

How this c o n f l i c t

of the r e l a t i o n s h i p

party

su b o r d i n a t e

roles,

in power,

author itar ian

not

this

is

personality

have

that d i f f e r e n c e s

become

a u t h o r i t a r i a n aspects
sque l c h open
because

of

the

importantly,
case,

debate

protect ion

greater

bargaining
c o llegial

traditions
of

openness

of

than colle g i a l i t y .
involvement

and

(Evens

there

such

19 8 4, pp.

19-55).

of open c o n f 1 ict
d i s a p peared;

are

possible
Added

the y

may

academia,

less

li k e l y to

bureaucratic

Even

does

in

collegiality

tenure

the

as

tenure.
is

Where

develop,

Perh a p s

in other

cause

of

to

of r e l a t i o n s h i p s
than

fears

of

have

internalized.

Where

expect some e l e m e n t s

the c a s e , the a b s e n c e

indicate

may

the c o n f 1 i c t .

i n a u t h e n t i c i t y and self d e n i g r a t i o n
Where

hierarchy,

consequences

might

of

is hand l e d depends

of the parties.

in a

of

we

some c o n f l i c t

if
under

to the

protection,

hierarchies
and,
this

most
is

the

colle c t i v e
tradition

of

colle c t i v e

29
bargaining
table

gives

and

formal

legal

equality

protection

across

the

against

negotiation

retaliation

by

administration.
The

greater

expression

collective

bargaining

understood

if

underlying

these

we look at the d i f f e r e n c e s
two

community

assumes

a

c o n f l i c t of

collegiality

are c ol leagues,

of

interest;
interests

it is assu m e d

equals,

persons

s e t t i n g toward shared goals.
organi z a t i o n ,

the

m a i n t a i n i n g the

i nterests
Collective

interest

u npro d u c t i v e .
collective
c reate

labor

to prev ent
assumes
that

expressly

b a r g a i n i n g was

parties

the

the same
goal

this

make

of

premise.

organizations
collar

legally sanctioned

sector,

in order

to

in p r o d u c t i o n and

Collective
differences
to

on

divisive conflicts

in the blue

of disorder.

of

assumption.

on a very d i f f e r e n t

have such seri o u s

have a forum

involved

t h e y might differ

to

7).

in the same

ultimate

for h a n d l i n g

first

p.

Fundamental differences

the o r g a n i z a t i o n m a y not be able

p arties

1956,

the parties

to avoid d i s r u p t i o n s

the spread

bargaining

w o r k i n g together

threaten

Dev e l o p e d

peace,

that

contradicts

is based

which

(Wilensky

although

end.

parties

bargaining

It was d e v e l o p e d
of

this

Collegiality

collective

share

organization,

among

under

in the a s s u m p t i o n s

As c o l l e a g u e s w i t h i n

parties

to a c c o m p l i s h

occurring

forms of relationships.

a

how

conflict

than under c o l l e g i a l i t y can be better

assu m e s

Under

of

of

bargaining
interest

function unless

in w hich to disc u s s differences.

the

30
The s t r u c t u r e of c o l l e g i a l i t y e n c o u r a g e s
focus on
can

common

no longer

faculty

administration,

collegiality
the

be

and elect
forum for

w hich under
g iven an

created
were

open

observer,

by

first

started.

earlier

under

the

op e n l y

it

long

is likely
time but

What

are

some

of

interest,

ignored,

have been

the d i f f e r e n c e s

colle c t i v e

were hidden

will

To the

bargaining

that the d i f f e r e n c e s

and

resulting

from the d i f f e r e n t

of

administration?

conflict.

are

away

had

under the

and

differences

in

Interest

and

some

conflict

between

of

interest

roles the y oc c u p y are

the major

direct
are

assumptions

of

Difference

Some of these

obvious

dif f e r e n c e s ,

of

the sources

faculty

below,

of

so

s y s t e m of relationships.

Differences

source

To do

seem to

because

when

disc a r d

new system.

c o n f l i c t s may

discussed

faculty

may

bargaining.

the

bargaining

for a

faculty

str u c t u r e were to be

to

b e t w e e n the

Differ e n c e s

collective

In fact,

exis t e d

the

d iscussion.

airing

the

of interest

collective

the earlier

uninformed

On campu s e s where

ignore d i f f e r e n c e s

and

c han g e s

interests.

the parties

more

differences,

discussed

results

the

subtle

underlying

the

of

role

products

of

two d i f f e r e n t

roles.
When

one

faculty are

reads the

one party and

contracts,
the coll e g e

one d i s c o v e r s

that the

(or university)

is the

31
other.

As c o l l e g e s are

college;

facu l t y m e m b e r s are e m p l o y e e s

coll e g e

is

the board

struct u r e d ,

of

agents

of

e m p l o y e e s and

that

Is not the

of the college.

its authority.

The

administration
S i m p l y put,

All

the d i f f e r e n c e s

role d i f f e r e n c e

anywhere

of

to

facu l t y

a d m i n i s t r a t o r s are e m p l o y e r s

the employers.

attending

facu l t y

c o n t r o l and the

who m the board d e l e g a t e s
members are

the

or

interest

else e xist

on the

campus.
As the
costs,

employer,

the a d m i n i s t r a t i o n

including s t a f f i n g

m emb e r s wish

to have

J ob s e c u r i t y

is so u g h t

staffing

is

to control

costs.

higher

salaries

work

of

direction

the a d m i n i s t r a t i o n sees

have d i f f e r e n t
in mind

and

move

goals

for the

for

faculty

for the

organ i z a t i o n ,

d i f f e r e n t social
The
foremost

social

to

benefits.

to reduce

i n s t i tution

in

seek

costs,
in

the

F a c u l t y members

work and

a different

Differences

and a d m i n i s t r a t i o n ,

in goals

although

are a c t u a l l y working

work i n g
in rather

contexts.
cont e x t

a location

organization.

their

faculty

flexibility

as best.

institution.

exist because
same

the

reduce

Administrators

f a c u l t y members

efficiency

mission

and greater

s o u g h t by a d m i n i s t r a t i o n .
the

to

employees,

by f a c u l t y members;

increase

may

As

works

Their

relative status

of

within

administrators
the

positions
and

a u t h o r i t y are a t t e n d e d

to,

is

h i e r a r c h y of

are w e l l - d e f i n e d

autho r i t y .
in part,

first

a p articular
with

regard

These d i f f e r e n c e s
because

and

the str u c t u r e

of
is

32
hierarchical

but

als o

beca u s e

d i v i d e d up c l e a r l y a c c o r d i n g
the status
are

in

i nstitu tion
b oth

to the d i f f e r e n t

understood.

different

sound,

growth

in

Audiences

of

administrators
levels

o ff i c i a l s

interest

take an

w h o m the a d m i n i s t r a t o r
institution.

part i c u l a r

taxpayer

above and b e l o w and are

and e n h a n c e m e n t

of

administrators

worIds.

but

F a c u l t y work

disciplines.
ge o g r a p h i c a l

The
space

and

other

b e l o w and,

for

and

to whom the a d m i n i s t r a t o r s
of we a l t h and

college.

influence

Audiences

and' student,

by vari o u s

image

are

located

by

a

of
of

in a

hierarchy

sub-divided

and

growth,

organization.

in v e r y

wit h i n d e p a r t m e n t s
departments

also

in the eyes

in b u i I d i n g s a d j a c e n t

often are

the

elected

fiscal a c c o u n t a b i 1 ity,

of the part icular

F a c u l t y m e m b e r s m a y work

funding,

to k e e p a favorable

occupied
to

the

institution

include

area, / s u r r o u n d e d

tasks r e l a t e d

the

and

In s h o r t , a d m i n i s t r a t o r s

geographical

integrated

in the

wishes

ma k i n g

appointed

well as pers o n s

include the more r e m o t e

the

above and

in the s tate g o v e r n m e n t

who m a y

by

institution.

administration,

as

and

tasks p e r f o r m e d

administrators

are acc ountable,

positions;

include

enrollments

in p o s i t i o n s
of

The

advancing

e n h a n c i n g the r e p u t a t i o n of the

are

b e t w e e n the p o sitions

positions

f inane ially

thro u g h

u pper

responsibilities

and a u t h o r i t y d i f f e r e n c e s

r e l a t i v e l y well

persons

the

are

to those

different
and

located

social

as part
wi t h i n

of
the

of the s p e c i f i c c o l l e g e and also within a

33
d iscipline.

The

which

fixed

is

anywhere

not

in the

discipline

discipline

body

of

ideas

have

in

of a d i s c i p l i n e

d isc ipline

through

s t u dents

within

the

are

in

formal

however,

important.

W hen d e c i s i o n s

are

The

within

gaining

ideal

the discipline,

the

pursuits.

of

well with their pay and

a

fiscal s o u n d n e s s

through
new

ideas

community

recognition

course,
security.

of
of

actions

faculty members a p p r o a c h

perspectives.

few

d i f f erences,

of
the

F a c u l t y memb e r s

stren g t h

T h e y want a favorable

job

ideas

in power are

Status

q u a l i t y and

Of

of

status

must be made about p a rticular

about

The

uninitiated,

of d i f f e r e n c e

authority.

d i s c i p l i n e s and programs.

a bout the

the

discourages

from v e r y d i f f e r e n t

for s c h o l a r l y

ideas are among

ideas and c r e a t i n g

a d m i n i s t r a t o r s and

concerned

perspective.

s p r e a d i n g the work

Formal d i f f e r e n c e s

peers

differences

question

and

e mphasized.

who

the college,

a similar

points

of old

wi t h i n the disc i p l i n e s .

are

cert a i n

teaching

small

discip l i n e ,

demonstrating mastery

scholars

they share a

includes

for m e m b e r s h i p

over s o m e t i m e s

not

Members

of persons who share a discip l i n e .

debating

and are

ideas

include persons

a d v a n c i n g the shared b ody of

of m e m b e r s

preparing

have

of

longer alive.

common that

the r e f o r e

the r e s p o n s i b i l i t i e s

the

a world

g e o g r a p h i c a l l y and may

and

P r o t e c t i n g and

of

part of

world and persons no

of a

work

is

they are

of

their

environment
c o n c e r n e d as

Administrators

and r e p u t a t i o n of the

w orry

p a rticular

34
institution as a whole.
the

possibilities

legislative

of

short

committees

preoccupations
different

The spec t e r

understand

sympathetically

alone

come

memb e r s

of

faculty

to agreement.

academic department

is a

that a d m i n i s t r a t o r s

have

coll e g e and

and

another's

big picture

small part;
lost sight

have come to

are

roles and

it som e t i m e s

administrators
positions,

Administrators

failing to see the

of

departments

roles make

memb e r s
one

demands

The d i f f e r e n t

of the

for

and

state

of a d m i n i s t r a t o r s .

difficult

falling enrollments,

funding

and

social c o n t e x t s

of

ac c u s e

let

faculty

wit h i n which

facu l t y

members

of the purpose

place d o l l a r s ahead

to

the
fear

of the

of e d u c a t i o n

and scholarship.

P r o f e s s i o n and B u r e a u c r a c y
Understanding
administrator
the

ideal.

and the

analysis

of

campuses.

arising

from

societies.

is

of

faculty/administrative
Critical

theory

advanced

with

a critical

typically

are

by h i e r a r c h i a l

professional

addresses

the

in c a p i t a l i s t
structures
which

concentrations

of power.

is

on

problems

b u r eaucracies,

organization

tools

relationships

of power

capitalism

the

fa c i l i t a t e d by using

are c o n s i s t e n t

unequal d i s t r i b u t i o n
In

characterized
contrast,

f a c u l t y member

perspectives

and are also p a r t i c u l a r l y a p p r o p r i a t e

college

dominance

different

These c o n c e p t s

theory approach
for

the

based

on

of
are
In
peer

35
relatio n s h i p s .
relatively

Within

a profession,

equally.

bureaucracy

and

the

ideologies

supporting

The

power

internal

profession

The c o - e x i s t e n c e

ideologies

within

the

of

same

distributed

structures

are

different,

these s t r u c t u r e s

another.

is

conflict

these

of

the

and

the

with

one

two s t r u c t u r e s

i nstitution

gives

and

rise

to

c o n f l i c t and m i s u n d e r s t a n d i n g .
This

describes

consideration

in

the
this

faculty/administrative
ideal

types

reference
systems

In the co u r s e
interviewed
to the
of social

mentioned

relationships

perspectives

informants

and pro f e s s i o n a l

of

justi f y i n g their
the
of

the

In

the d i s c u s s i o n

be

used

to

faculty/administration
u n i v e r s i t y campuses.

the

and

of

faculty

positions,

this s t u d y
of

o r g a nization,

the
made

these

two

typically
such as

and the a d m i n i s t r a t o r s
which

the

based

is c o n s i s t e n t

perspective.
which

b u r e a u c r a t i c and p r o f e s s i o n a l
will

use

F a c u l t y members

to a u t h o r i t y on position,

with a b u r e a u c r a t i c

of

of

to e x p l a i n

ideologies

professional

a u t h o r i t y b ased upon expertise;
their c l a i m s

course

o r g a nization.
of

frequently

administrators

in

under

Observers

of

elements

aspects

relationships

dissertation.

of b u r e a u c r a t i c

conflicting
members.

social

follows,
systems

anal y z e

the

ideal

of social
in

relationships

type

organization

further
on

of

coll e g e

detail
and

36
The

social

fundamentally
largely

of

burea u c r a t i c ;

that

p r o f essional.

inc o m p a t i b l e
share

context

(Baldridge

qualities

of

between
are

faculty

campus

two

pp.
types

is part

the

application

administrator

is

facu l t y

is

ideal

15-17).
is

member
types

That

both a

are

colleges

t e s t i m o n y to

of the e x p l a n a t i o n

for conflict

administrators.

These models

to e x p l a i n v a r i a t i o n s

to c a m p u s .

their

1975,

memb e r s and

als o useful

of

T hese

the two

h uman c r e a t i v i t y and

the

in faculty power

The

ideal

types are d e s c r l b e d

to

a d m i n i s t r a t io n / f a c u l t y

from

be low and

relationship

follows.
The mos t
types

for

important d i f f e r e n c e

u n d e r s t a n d i n g campus

distributions

betw e e n these two

c o n f 1 ict

of p o w e r , w hich are based

is

ideal

their di f ferent

on d i f f e r e n t sources

of l e g i t i m a t i o n .
Authority
19 56,

p.

is h i e r a r c h i c a l

29).

positions.

The

The

greatest

am o u n t

some o n e else

one

others.

more

commonly explained
which has
assigned
divided

by its

different

s y s t e m of

bottom,

has

into

persons.

labor,

a

of

hierarchy

the top
others
possible

is under

the

a u t h o r i t y over
of

authority

is

r e i n t e g r a t i n g a task

a number
To

(Blau,

by

With the

everyone

and e v e r y o n e

function

in

e x e rcised

This d i s t r i b u t i o n

been subdi v i d e d
to

is vested

the hierarchy.

of the top and the

a u t h o r i t y of
or

power

of a u t h o r i t y

d i m i n i s h e s as one d e s c e n d s
exception

wi t h i n a b u r e a u c r a c y

of

separate

coordinate a
is necessary.

tasks
hi g h l y
The

37
superior mus t count

on u n d e r l i n g s

the s u b d i v i d e d

for which

The

underlings,

punishments,
task

task

through

the

some

is insured

r e l ations

p e r meate

determined

in

no

p e r f o r m that part

superior
system

are made a c c o u n t a b l e

performance

to

is responsible.

of

rewa r d s

to the superior.

by supervision.

task

part

by the

and

Corr e c t

Hierarchical

performance.

small

of

Self-worth
assessment

of

is
the

super i o r .
Power

in a p rofession,

distributed
Peer

equally among

relations

relationships
Wi l l i n g

which

the

are

alien
is

to

and
the

secured

Memb e r s
similar

ideal

idea

of

a

rather

have a s s i m i l a t e d

of

the s t a n d a r d s

must
the

is the

exercise

ideals and

p r o f e s s i o n can

(Etzioni

1969,

freely seek
these

if t hey

entails

p.

influence b e c a u s e
judge the
277).

the s e r v i c e s
wish.

no

actions

of the p r o f e s s i o n
Censorship

W i t h i n the

Peers

one but m e m b e r s
of

a

leng t h y training.

onl y n e c e s s a r y and a p p r o p r i a t e check.
this

in

coop e r a t i o n .

and can be t r u s t e d to p e r f o r m d u t i e s correctly.
of peers

which

than autho r i t y ,

set of

virtue

profession.

influence,

of a p r o f e s s i o n share a simi l a r

The m e m b e r s

is

superior/subordinate

about

k n o w l e d g e by

type,

the profession.

reward b ring

b o d y of

and/or

of

through

upon v o l u n t a r y c o m p l i a n c e
punishment

to the

members

predominate,

cooperation

depends

according

of

the p r o f e s s i o n a l

ideal

type,

clients

of the p r o f e s s i o n a l and m a y reject

The work

p e r f o r m e d by the p r o f e s s i o n a l

the type of task which ca n n o t

be e x t e n s i v e l y broken

38
down.

It must

end.

be h a n d l e d

Narrow

bureaucracy

specialization

is not a p p r o p r i a t e .

r e l ative a u t o n o m y at
sense,

highly

system

inte g r a t e d

in

which
The

contrast

from

beginning

characterizes

professional

the task w h i c h

is not,

wit h the

of r e l a t i o n s h i p s

democratic

by one p e r s o n

work

in an

the
with

immediate

of others.

among professionals
to the mor e

works

to

The

is r e l a t i v e l y

a u t h o r i t a r i a n s y s t e m of

the bureaucracy.
Structure

is

b u r e a u c r a t i c and

not
the

the

difference

professional

u n d e r l y i n g the s y s t e m s are
Wi t h i n a

only

bureaucracy,

systems.

different

one's

the h i erarchy.

are

for eac h

position.

exercise

of

different

justifies

the

position.

In

fi nishing the

c o ntrast,
required

successful completion
group of peers

authority

of

the

one

violation

of

typically

professional

within a profession,
authority

over

fundamentally

others
alter

12-13).

upon one's

p o s ition

enter

formal

a

to

that

profession

by

Documentation

of

membership

the

in

one the right to practice whate v e r

is d o c u m e n t e d ,

profession

p.

ass igned

t r a i n i n g period.

and gives

ideologies

Occupying a

a c t i v i t y the p r o f e s s i o n cl a i m s d o m a i n
of the t r a i n i n g

is based

the

Ri g h t s and r e s p o n s i b i l i t i e s

persons

gives

The

(Blau 1956,

authority

position within

between

over.

Once

the p r o f e s s i o n a l
for

life,

ethics.

completion

is

barr i n g

a member
a

One

may gain

but that st a t u s does

not give

w i t h i n the p r o f e s s i o n
one's

position.

In

gross
status
one

an

nor o t herwise
this

sense,

39
professional
attained

status

(Brown 1982,

Hierarchical
regard.

takes

within a

profession.

but

one's career,
professional
Ce rt a i n
ex p e c t e d

This

generally

Furthermore,
requirements

this

in the course

and

of

levels

accountability
secure than those

together

with

the

of

make
of a
not

of p o s i t i o n changes during
careers

social-psychological
the

ma y

be

more mo b i l e

stat u r e

bureaucrat

and

susceptible

to

than

problematic
is

achieved,

status

bureaucracy.

lacking

in a

be

professional.
uncertainty.

status

profession.
changes

less c l e a r l y defi n e d
One's

of an

the

for a c c o u n t a b i l i t y
not receive

of

the

afterward

than position
not

a c q u i r e more

t y p i c a l l y change

constant

Once

a u t h o r i t y does

a l t h o u g h one m a y

tasks p e r f o r m e d

p r o f e s s i o n a l does

the

may

These are d i s c u s s e d below.

a profession,
The

differences

inclined to d e v e l o p c h a r a c t e r i s t i c s

is often

within a

influence.

less

for a number

frequent and are

wi t h i n

and

possibility,

a u t h o r i t a r i a n personality.

professional

in

careers.

Bu r e a u c r a t s m a y be

Status

once

to w hich one ma y become e n t r e n c h e d

make b u r e a u c r a t i c

between

Professionals

change

of a b u r e a u c r a c y differ

supervision

u n c ommon e x p e c t a t i o n

changes

quality

p o s i t i o n varies a mong b u r e a u c r a c i e s

b u r e a u c r a t i c statu s e s

less

ascribed

change ma y be e x p e c t e d

The extent

bu r e a u c r a c i e s ,

are

an

57).

pos i t i o n s

Position

one's career.

p.

on

little.

supervision

and

bureaucracy,

the

regular and d e c i s i v e

feedback

40
on p e r f o r m a n c e

from s u p e r visors.

This dea r t h of

also p a r t l y the re s u l t of two other aspects
First,

the

r e l ative a u t o n o m y of

the p r o f e s s i o n a l
be d i s c r e d i t e d
confirmation
of

from peers.

others,

this

More so than
expect

personality
are based

to

Control

feedback

result

expected
in

res u l t a n t
within

one's

one's

unauthenticity

and guilt

s t r u c t u r e comes

to

inferior

relationships among

own

are

authoritarian
relations

s e l f - w o r t h come
rests with

the s u b o r dinate.

they
and,

utterances

ma y not

accord

therefore,
of

r e q uired

from
the

for

A person

and

world

and
with

and

g e t t i n g along
one's self,

in an a u t h o r i t a r i a n
as peopled

superiors.

alien,

In

t h e y may

spontaneity

Shame a bout

see the social
underlings

the b u r e a u c r a c y we

sp o n t a n e o u s

system.

follow.

peers

of

to

187).

the

Squelching
are

p.

rise

Where social

from

since

Since

rewards and punishments,

the superior;

punishment.

in

give

own behavior

conduct

dangerous
by

1981,

19-55).

assurances

an a u t h o r i t a r i a n

repression

types:

pp.

may

of

t h r o u g h a sy s t e m of

structures,
can be

(Faunce

profess ion,

over

the a p p r o p r i a t e

acti o n s
those

1984,

client c o m m e n t s may

in part upon e v a l u a t i o n s

development

on domi n a n c e ,

s u p erior who,

such

see

(Ewens

superiors.

exacts

in the

of a profession.

not knowledgeable.

depends

u n c e r t a i n t y a bout s e l f - w o r t h

may

Secondly

limited

is

task p e r f o r m a n c e sep a r a t e s

beca u s e c l i e n t s are

of self w o r t h

feedback

freedom

by

two

Democratic
to

decide

41
acti o n s

frightening,

and

d o m i n a t i o n by

those

in

authority

c o m f o r t i n g and secure.
The

a bove d e s c r i p t i o n s

of structures,

social p s y c h o l o g i c a l c h a r a c t e r i s t i c s
extent

to w hich

s y s t e m will

these

vary.

features

Wi t h i n

types.

However,

does have more
faculty
more

of

social

of

limit

the social

and

the

and c o m bined

alter n a t i v e s ,

the

structure
than the

does

sys t e m d i f f e rences,
with c o n d i t i o n s

of

s y s t e m has

than

all e x a c e r b a t e

social

among

faculty social
features

The

systems

the a d m i n i s t r a t i v e social

These social

role d i f f e r e n c e s
which

ac t u a l

the prof e s s o r s are not

professional

administrative.

types.

the b u r e a u c r a t i c c h a r a c t e r i s t i c s

system,

the

ideal

d e s cribe an

academia,

the a d m i n i s t r a t o r s and of
extreme

are

i deologies and

the

added

to

of s c a r c i t y

conflict

within

academia.
Among the

differences

a c t u a l social

structures

of

ideal

the

two

structure

(2)

administrators
tenure
of

(4)

the
(3)

the

types

of

faculty

expertise

among

wi t h i n

ba c k g r o u n d s

of

acceptance

of

flawed

are

to

one
many

of

the

not a c t u a l l y clie n t s

and

(6)

pro f e s s i o n a l

T hese are d i s c u s s e d

social

f r e e d o m and

into d i s c i p l i n e s

members

claims

the mixture

of a c a d e m i c

subdivisions

facu l t y

types and the

(1)

features

the t r a d i t i o n s

(5)

ideal

in a c a d e m i a are:

fact that s t u d e n t s

facu lty members

faculty members.

b e t w e e n the

below.

the

of the
routine

stat u r e

of

42
The a d m i n i s t r a t i v e
features,

and

professional
The
or

the

social

system,

faculty

social

features,

are

part of

two systems merge at the
dean.

We

the

Institution

to manage
higher

system,

The

in the board

a d m i n i s t r a t i o n .The

undercurrent

wi t h i n

is

the

professional

per formed

bureaucratic

profess i o n a 1 f l a v o r ,
a u t o n o m y of the
of a c a d e m i c

if from

freedom

(Feller

facu l t y

ex c hange

of

ideas

u n popular

ideas.

es sential

to

developed
These

two

important

to

memb e r s

democracy
ensure

is

per

se,

in p r o d u c i n g

to

structure.
faculty

within

the
a

Profess ional

was

not d e v e l o p e d

but to

insure

by

protection

the

is

progress.

freedom

and

features

of academia.

the

to

free
of

b e l ieved
Tenure

freedom would

profess ional

u l t i m a t e l y b u r e a u c r a t i c s t r ucture

an

This trad it ion,

e x c hange

academic

is

organization

77).

support,

that a c a d e m i c

traditions,

the

p.

free
and

of

ensured by the tra d i t i o n

particularly
This

members

gives

1977,

legal

to be a

The p r i m a r y t a s k ,

the b o t t o m u p .

facu l t y members

which has recei v e d some
protect

facu l t y

This

head,

in that a u t h o r i t y

is f a c i 1 itated by the

by

milieu.

juncture

system

b a c k g r o u n d of m a n y of the a d m i n i s t r a t o r s .
teaching,

o r g a nization.

of control and d e l e g a t e d to

profess ional

C o o r d i n a t i o n of the two types

its

overall m a n a g e m e n t

is u l t i m a t e l y b u r e a u c r a t i c

is ve s t e d

with

of the d e p a r t m e n t

point of

p a r t i c u l a r l y d i f f i c u l t position.

its b u r e a u c r a t i c

a single

level

might ex p e c t that

with

to be

was

prevail.

tenure,

are

within

the

43
Anot h e r major
the

departure

faculty-student

hired

from

relati o n s h i p .

Money

but

register

for c l a s s e s wi t h i n

the b u r e a u c r a t i c a d m i n i s t r a t i o n

s e n s e , the

is under

me m b e r

anot h e r way.

prerogatives

to the

is

from the

based

is not

Division

faculty.
The

vari o u s

obvi o u s

in a r g u m e n t s

general e d u c a t i o n

right

If the

about

of

the

department

level

memb e r s

solid

d e cisions.

this

or

Above

that

to

may

have

right

to

included

in

sho u l d

be

those
can

issues.

e x p e r t i s e gives

level,

different

make d e c i s i o n s

with

college-wide

a

the

These d i f ferences

facu l t y member

professional

but

is c o m posed

how r e sources

task should rest

claim

a faculty,

what sho u l d be

professional's

t a s k , no

in

professional

disciplines divides

interest.

over

to make d e c i s i o n s about

a

In

there are m a n y prof e s s ions

into

requirements

a particular

expe r t s

in the

of p r o f e s s i o n

Any faculty

disciplines

p e r s p e c t ives and d i f f e r e n c e s

about

of

a bureaucracy

upo n w hich

of a d i s c i p l i n e .

within

dispers ed.

of the college.

shared a m o n g

In a sense,

become

out

institution.

facu l t y member

ideal type

of m a n y d i s c i p l i n e s .

faculty.

the

is c l e a r l y part of

The e x p e r t i s e

among the m e m b e r s

the

in

the a u t h o r i t y of the a d m i n i s t r a t i o n .

Faculties depart
yet

lies

flows t h r o u g h the hand

to an e m p l o y e e

faculty

types

Stude n t s do not seek

from t u i t i o n and the state

form of s a l a r y paid

ideal

F a c u l t y m e m b e r s are not

d i r e c t l y by their clients.

professors,

and

the

right

to

the

claim

be
is

the

who

are

c l a i m the
At

the

faculty

involved
weak.

in
For

44
example,

a biologist's

claim

c o m p o s i t i o n course sho u l d
supported

by

professional
f acu l t y

the

p r o f e s s i o n a l model
collegial

m a y also

departure

be a source

professional

of

from

freshman

is not

of

is

within

the

expertise

a departure

of w e a k n e s s

Some

people.

These

among

from the

in the

flawed cl a i m s

areas,

professional

faculty's

of the Ph.D.

such

are not e n t i r e l y

flawed to the

as

faculty,

who do

not

or c o m p a r a b l e

ideal

are not
nursing,

to

extent

be

based

Within

a

the

o nly found

on

in

"terminal
are

rare.

documented

many

faculties

the c o n t e x t

f a culty's

involved

that the

stature.

doctorate

where

t r a i n i n g period,

type,

is the

of a m a j o r i t y of such

are

profe s s i o n a l .

which

have

to de b a t e and where d o c t o r a t e s
prerogatives

right

model,

to p r o f e s s i o n a l

some m e m b e r s

of the r e q u i s i t e

pr o f e s s i o n a l

for the

flawed c r e d e n t i a l s

is subject

professional

professional

faculties are c o m p o s e d

technical

completion

the

of w e a k n e s s

credential

degree.

If

of a

expertise

disciplines

faculties c o n t a i n

d egr e e "

which

division

and a source

routine a c c e p t a n c e

those

to d e c i d e

role.

Another

Most

This

into

right

be r e q u i r e d

biologist's

model.

members

to the

of
to

a

in d e c i s i o n - m a k i n g

is

faculty

claims

the

is c o m p o s e d

of

such

persons.
With

these above

p r o f e s s i o n a l and
concepts

to

variations

bureaucratic

the a c a d e m i c

in

from

the

mind,

we can

workplace

in

ideal

order

types

apply
to

of

these

explain

45
va ri at io ns a m o ng

faculties at d i f f e re nt

amount of contr ol
is

to

look

th e y have

for

to which

their work.

the c h a r a c t e r i s t i c s

b u r e a u c r a t i c st ru ct ur e
extent

over

which

of

lend cr ed e n c e
most

characteristics

lead

important.

a number

As

who

or

e q u i v a l en t

model,

the more e x t en siv e

seek

contr ol

ex am in ed

less

these

ma n y

st ud y

influence
to have

those

the

power

claims.
stru ct ur e

statur e

or

would

include

the cr e de nt ia ls

of the

Wi th i n

the p r of es sio nal

flawed cr e de nt ia ls

fa cul ty

are among

would be exp ect ed
One

to

of the hypot he se s

is the ext en t to which po ss es s i o n

cr ed e n t i a l s

is

be

faculties

or be grant ed control.

in this

pro fe s s i o n a l

p r ofe ss ion al

doctorate.

often the

honor

or

claims to a u t h o r i t y

do not have

Ph.D.

next task

profess ional

me nt io ne d above,

of m e mb ers

a facul ty the

of

a f a c ul ty to make

to those claims,

to

p re sen t claims

and the extent to w h i ch a d m i n i s t r a t o r s

w hi ch might

The

in the

pr of es s i o n a l

are ex pe c t e d

a f ac ul ty will

Among the

institutions

associated

with

of

po ss e s s i o n of

power.
Pr o f e s s i o n a l
documentation

of

stature
having

is

co m p l e t e d

Other

factors

ma y

Part

of

responsibility

the

these take
student s.

the

the

influence p r o f e s s i o na l

includes g u a r d i a n s h i p
and c e r t i f y i n g

primarily

over a

new membe rs
forms

of membe rs

de p e n d e n t

required

a

as well.
p ro fe ss io n

bo d y of kn owledge and tr aining
for the

profession.

of pu bl i c a t i o n and training

The extent

training.

st an din g
of

upon

to which

In ac ademia
of graduate

facul ty members are

involved

46
in

publication

measur e

of

and

the

professional.
indica ti on

ext en t

be more

is t ak en

(Blumberg

A number
However,

1979,

pp.

of s t ud ie s

m a n y of

studi es

of power
measure

but tell
pr es t i g e

in

graduate

institution

may

be

pr of es s i o n a l
ev id en ce

that great er

which have
In

greater

his

that

in

the

prestige

as

of

go ve rnance.

these

of

must be
faculty

reveal

of pr of es s i o n a l

pu bl ication,

training.
be

de f i n e d

but do

If
a

pr es t i g e

rough

above,

measu re

there

facul ty power c h a r a c t e r i z e s

s tu dy of
late

to

Pe r c e i v e d

is

and
of
of
some

faculties

stature.
faculty and

1960's,

and,

not

stature men ti on ed

Ph.D.,

to

the actual

C o m m o n l y such

institution,

the

factors.

and p r o f e s s i o n a l

ex pe ctations.

a

Blau

administrative

(1973,

pp.

lesser extent,

institu ti on were a s s o c i a t e d with pe rceived
in

as

possession

a faculty or

of power

an

professional

national

att it ud es done

of

a s su me d

standing

factors

the

which do not

of

of

involvement

of

fully

is a p r ima ry

such

been made

these studies

possession

Ph.D.

is

and d i f f e r e n t i a t i o n s

have

se parate the three a s p e c t s
above:

of a

possible

51-52).

stature are a t t i t u d e studies,
exe rc is e

f a cu lt y

important where

for grant ed

is a

that

stature,

on some other c h a r a c t e r i s t i c s

member

found

gr a d u at es

to wh ich

professional

publication may

based

of

Although possession
of

the Ph.D.

tr ai ni ng

facul ty

faculty

influence

251-280)
size

of

influence
in

both

47
ed uc ati on al

de c i si o ns and

at more pr es t ig io u s

faculty,

and

Their

at

the

role

will

of

(1975,

p.

faculty,

to analy ze

unionization.

little

Ke mmerer

surveys

ch ai rp e r s on s

the

causes

less pre st ig io us
will

gre atest

and

facul ty

pr o- un io n

used

da t a

and

and

union
of

that d i s e n f r a n c h i s e d

unionize

and

with

to gai n some voice

At the

most

influence

sen ti me nt

from

consequences

ins titutions

e f f e c t i v e l y gain power.
pe r c ei v ed

198)

presidents,

c o nc lu sio ns are

in governance,

institutions,

were greater

institutions.

Ba ld rid ge and
national

faculty ap p o i n t m e n t s

p r es tig iou s

in g o v e r n a n c e

less

frequent

was

among

faculty.
The a s s o c i a t i o n of high
and

fewer

pr o- uni on

facul ty me mbe rs
traditio nal
unionism,

as

a

en jo y s uf fic ie nt

found
In

Lip se t

issues

of

(1982,

wide

more

institutions
often

than

they

that

of power
do

in this paper.

pp.

liberal
societal

and was
the

even

in re sponse

non-elite

turn

to

This

of

elite
of

found the
left -w in g

concern.

opposed

the

same

of at t i t ud es am on g members

151-154)
or

where

under

not

of lower status membe rs

r e l a t i v e l y c o n s e r v a t iv e
own

indicate

co m p a ri ng at ti tu de s

elite held re la ti v e l y
about

pe r c e i v e d high power

exercise

in studi es

with at t i tu de s

faculties,

might

structures,

s ug ges te d earlier

faculty.

membe rs

s en tim en ts

c ol le gia l

patte rn has been
of

prestige,

to

the same
to p-most
at t i t u d e s

This same elite

was

q u e s t io ns

its

to facul ty
among

fa cul ty

about

unionization

fa cul ty

members.

48
Baldridge

and

Kemmerer

(1975,

negative re l a t i o n s h i p betwe en
less

61)

found

a

similar

f a cu lt y m e m b e r ’s high rank and

frequent e xp re s s i o n of pr o - u n i o n sentiments.
Faculty

c oll ect ive
most

at the

less pre st ig io us

bar ga in i ng

pre st ig io us

25).

One

more

wonder

(Carnegie

why

a faculty

cre de n ti al Ph.D.

all,

through

c ol le ct i ve

and

not only over

they also seek
negotiation.

issues such

for

as pay and

institutions where most

may

th ems elv es

define

as a whole
as part
occu py

(Morreale

of the same
posts

in

through
1972,

for

4 3).

less pr es tig iou s

accept the

1 imited

involvement the

co lle cti ve
provide

the

b ar ga in i n g

to grant,

when the

at

the

have a Ph.D.

facul ty members

themsel ves

scholars as persons

involvement

m e m b e r s ’ low s t a t u s .

in co nt ra ct

The y may see

pre st ig io us

at the

faculty

but

id entity with the d i s c i p l i n e

faculties

institutions are willi ng

T h e y do,

especially

publish,

co m m u n i t y of

the more

elevated ex pe ct at i on s

p.

power at

job secur ity;

facult y members do not

therefore do not often

p.

1 imited p o s s i b i l i t i e s

members,

degree and

the

m a n y m e mb er s

in shared g ov ern an ce

facul ty

1977,

or otherwise.

It m ay be that given the

feedback

those at

Council
with

turn to

degree would pursue

ba rg ai ni ng

involvement

ins titutions

fr eq u e n t l y than to

ins titu tions

might

lacking the

for

p.

institutions.

in

who
With

shared governance,

institutions mig ht
a d m i n i s t ra ti on s

not

of their

which m a y be based on the

Such

a faculty might

co llegial

involvement they believe

sys te m

is their due.

turn to

fails

to

49
Studies

of

at t i t u d e s are
studies

f ac ult y

limited.

comparing

co n t r a c t s

at a

influen ce
In

number

of

co m pl et ed a

in 1979.

He

association
examine
crucial

other,
of

contr act s
year

were

pla nn in g and

regard

to

re tre nc hm en t
when

and
of

prest i g e , but
pr es ti ge

Juli us

the

he

did

and

(1979)

higher

Wit hi n

and
not

power

educat ion

they found

co m p r e h e n s i v e
to

have

were

str en gt h

a

in

nor nonrenewal.

This

enjoye d exten siv e

f ac ul ty at

sp e c i a l i z e d
role

this
rights

when

colleges,

in

long-range

role

in tenure.

c o mp ar i s o n
in

same s t u d y
power

of

of f a cu lt y rights

but a stronger

faculty

four-

type

institutions,

weaker

in

that

the

facul ty

of the

Specifically,

and

sig ni fic ant
of

ana ly ze d

the subset

in o t h e r s .

in ap poi ntm en ts ,

a facult y

universities

w o rk in g con di ti on s

research-doctoral

lik ely

No d i f fe re nc es

of

betwe en

(1981)

c o l l e c t i v e l y bar ga in ed

co ll eg es and

uni versities,

but not

with the

more

Jo h n s t o n e

a s s o c i a t e d with s t r e n g t h

pre st ig io us

co mp ar ed

with

in 1979.

c ol le ge s and

in some a r e a s ,

the

areas.

tw o-t h ir ds

in sti tution was

the

vary

Ch and le r

in place

ex t en si ve

which exami ne

researcher,

four-year

association

g o v e r n an ce

conte nt

the

v i r t u a l l y all
at

r ights

rather

than

c o l l e c t i v e l y ba r g a in ed

inst it ut io ns

found that a number

the

The

in

other

of institution.

s t u d y of
in place

power

of

these

agreements

w hi ch examine

Two e x c e p t i o n s are

fa c u l t y

of pr es ti ge
one

power

in one

with

promotions,
found that
area

they

50
tended

to

Julius

1979,

a

have high
p.

c o n s eq u en ce

which

69).
of

influence

power

in other

The mi xed

factors

In my
two

f ac u l t y power.

study,

institution,

degree.

as

of
The

d ef in i t i o n

of

pr of e s s i o n a l
ways:
in

(1)

the

p r o f e s s io na l

stature

possibility

is that

in st itutions m a y
s t at ur e

st a t u re
the

above

fa cu l t y me m b e rs
latter

than

will

stature

be me as u r ed
of

and

ho ld i n g the

for

this

the

type

also
Ph.D.

in keepin g

of a p r o f e s s i o n and

not be a

of a faculty.

study,

is closer

(Chandler and

of this st ud y may be

A n oth er

of the p r o f e s s i o n a l

a l t er na ti ve

percen tag e

r e su lt s

other

the c a t e g o r i z a t i o n by p r e s t i g e
good measur e

areas

the

(2)

in
of
the

or similar
theoretical

reaso n shou ld

be a

better measure.
V ar ia ti on s

in pr o f e s s i o n a l

above as part of
power

. among

the e x p l a n a t i o n

the

universities.

facu lti es

A l t er na te

in this study.

s t atu re

These

the
makes

qualiti es,

to

professionals.
those

the

bu re au cr at ic as pe ct s
claims

claims

faculty,

the

the

to

be

mi ght

examined.

share

in

of p r o f e s s i o n a l

administration

c o ns id er at io n co nd i t i o n s

which

be

and

examined

have both pr of es si on al

must
bear upon

and

influence
A faculty

g ov er na nc e

the a d m i n i s t r a t i o n

the basis

faculty

col leg es

will also

factors whi ch

right

in

from the b u r e a u c r a t i c model.

must als o

Although,
on

di f f e r e n t

explanations

If such col le ge s and u n i v e r s i t i e s
b ur ea uc ra ti c

been di sc uss ed

for v ar ia ti on s

of

are dr aw n

have

as

may evaluate

stature

also
their

take

of the
into

authority

51
wit hi n

the

bureaucratic

re s p o n s i b i l it ie s
sou ndness

structure.

include

responsibility

of the

in st itution and

A number of

factors may be

re s p o n s i b i l it ie s
These

of

factors ma y

administration

influence

wants.

Such

factors

include

four

w hi ch

reduc ti on

of

perce nt ag e

of

the

perce nt ag e

a
of

roles.

which

the

and related
of

It

facul ty
study

layoff
and

the

of layoff and r e d uc ti on

student/faculty

an a d m i n i s t r a t i o n would not be fearful
by

or

is expected

ratio,

and

a

facul ty tenured are all c o n d i t i o n s under

to make de c i s i o n s

the

sta ffi ng

ratio,

tenured.

absen ce

these

in this

ex per ien ce

facul ty who are

high

power

student/faculty

growth,

reputation.

for m e e t i n g

ex amined

fiscal

fiscal

bu r e a u c r a t i c

the

e n r o l l m e n t growth,

that high en ro l l m e n t
experience,

f a cu lt y

the

the

read in es s with

which will be

faculty,

for

important

the

Influence

bureaucratic

its gro wt h and

ad min ist rat or s'

gra nt s the

consi de ra ti on s:

These

low
which

of losing

fl e x i b i l i t y

gr an ti ng a facul ty greater

involvement

in shared governance.
Such b e n e v o l e n t co nd i t i o n s
seek greater

involvement.

may be p e r ce iv ed
of

too m a n y

cause

The high

by f ac ul ty membe rs

st ud e n t s or

discontentment

involvement

too m a n y

which

is

may

s t u d e n t / f a c u l t y ratio
as overwork
courses.

lead

in the

form

Overwork

can

to s e ek in g

greater

in d e c i s io n- ma ki ng .

Where a low p e rc en ta ge
it

might enco ur ag e a facul ty to

likely that there

of

are a

facul ty members
number

are tenured,

of r e l a t i v e l y

young

52
faculty m em ber s

who have onl y re c e n t l y

from wh ich t h e y se c u r e d
members m a y
gov er n a n c e
which

c o mp are
of

the

e m pl oy s

their a d v a n c e d degree.

the

stature and

them.

In such
to come

with a low

percentage

of tenur ed

reason,

ex p e c t a t i o n s
an

co n t a i n
for

institution,

some of these
of

m a n y of

latitude

the

found to

size,

like

high

is pr ed ic te d

of high

facul ty

power

administrators

prest i g e ,

1979,

for
high

At such
to meet

p r o b a t i o n a r y status

which

administration
is lacking where

two

in at

least

279).

the

faculty.

Second,

large size

the

st ature

of

type

of

and d o c t o r a l - g r a n t i n g

with

one at titude

In my study,

First,

more a u t h o r i t y

of the

stud i e s .

a ss oc ia te d

be ass oc ia te d

reasons.

and some

the

insome

was

p.

will

m a y de le ga te

both larger and

the

be afactor

institution,

researc h

facult y

m ay be wi ll in g

latitude

large size

for

The

relatively

gives the

facul ty power

and Julius

that

worse.

tenured.

been

(Ch andler

the em p l o y i n g

shared governance.

because

personnel,

studied wi th that

have

fa cu l t y membe rs

is m o s t l y

pe rc ep ti ons
s tu dy

expectations

Size has
Large

who
in

in shared

facul ty membe rs may,

the a d m i n i s t r a t i o n

to shift

a fa cul ty

out the

ma n y

in vol ve me nt

Such fa cul ty

a comparison,

is lik el y

un iv er s i t y

involvement

ins ti t u t io n where the y

ins ti tu ti on

this

left the

it

with greater
higher

in the

leve1
larger

a u t h o r i t y may be d e l e g a t e d
is som ewh at as so ci a t e d
institution.
un ive rsi tie s

have more pr es ti ge

For

to

with

example,

t y p i c a l l y are

than do state colleges.

53
A final set of factors w hi ch mi gh t
not

an a d m i n i s t r a t i o n

re lative power
me asures
time

the

or m i l i t a n c y of

the

to

with which the
that the

the higher

be used:

facu lt y

will

have

faculty
union.

strikes,

fa c u l ty union
the

longer

se c u r i n g

or
the

Three

length of
of the

is af fi li at ed .

of the affiliate,
in

is

and the status

more strikes,

the status

a

fa c u l ty

fa cu lt y have been o r ga ni zed

is pr ed ict ed

a

power

of union st re ng t h will

or ga ni za ti on

and

grants

influence wh e t h e r

It

organized,

the more success

power

in

con tr ac t

negot iat i o n .
These
and union

factors

of b u r e a uc ra ti c

m i l i t a n c y will be e xa mi ne d

ex pl an at io ns

for v ar ia ti on s

e x p l a n a t i o n being exa min ed
faculty.
help

the

fa cu lt y power

here,

p r o f e s s io na l

us efu lne ss

of campus

to the p r i m a r y
statur e

these al te r n a t i v e
of

size,

as possible al te rn at e

in

C o n s i d e r a t i o n of

assess

an alysis

res pon si bi li ti es ,

of the

factors may

the pr of es si on al

model

for

relations.

Summary
This st ud y will at tem pt
(1)

Have

faculties

of co lle cti ve
(2)

Does

to answer
gain ed

two questions.
power

ba rg a i n i n g

profe ssi ona l

ex pl ai n va ri at io n
ch ar a c t e r i s t i c s

the onset

on the campus ?

statur e

in their
of the

since

of

power,

faculties
or do

institution

other

or of the

54
f a cu lty

provid e

for va ri a t i o n s
With reg ar d to the
faculties

will

bargaining.
since

the

interest

onset of
to

not

the

balance of power
and may wish
gain

power

b et we en

st ud y

will

comparison

at

be

with

little

is being made

their

co ll e c t i v e

institutions.

or

that of other

help
no

faculty

between

organized

to

orga ni ze d
whether

them gain power,

assist an ce

or s u g ge st ed

are orga ni ze d and those who are not

in the

of faculty effort s

are trying to decide

b a r g a i n i n g will
of

for

the a d m i n i s t r a t i o n and the

ca mpu ses

power

of partic ula r

v/hat changes to expect

fa culties who

or not c o l l e c t i v e

is

that

co ll e c t i v e

have gaine d

organized

to c o mp ar e the resul ts

For

under

bargaining

administrators

on their

faculties.

power

who are

Such persons m a y wish to know

it is p r ed ic ted

fac ulties

collective

facu lti es

ba rg a i n i n g and

gain

or

ex pl an at io ns

in facult y power?

first question,

generally

W h et he r

more adequat e

this

becau se

no

faculties

who

for co ll e c t i v e

bargaining.
The second

question

faculties e n j oy more
p r of es si on al
to

and

power

of

faculties

e x pl ai n this variation.
with the

the percen ta ge
degree

and

than do others.

of b u r e a u c r a t i c

locate qu a l i t i e s

associated

looks at po ssible reasons

of the

The models

st ructures have
or

institutions

stature

of

faculty who have a Ph.D.
of the

type of

of

been used
which might

This s t u d y will examine two

p ro fes sio na l

the statu re

that some

the

factors
faculty:

or e q u i v a l e n t

institution e m pl oy ing

55
the

faculty.

Both

factors are

p o s i t i v e l y with high
Alt er na t iv e
power will

elements

be e x am in ed
have

to those

tasks

the

and

for

to

soundness,

among

the

and

enr ol lm en t

of

of

factors
actions

th re at en

to reduce

pos sible

a u t h o r i t y to

for

power

will be

the

to grant

less.

admini st ra ti on ,
att emp ts to gain
power.

of

is

of

Where

it will

be

power,

and

Growth,

institu ti on
Factors

faculty

power
such
less
the

are
which

include:
layoff

or

te nur ed

and

that where

f l e x i b il it y or

administration

of

institution

ratio,

pr e d i c t e d

the

the

given pr i m a r y

of the

the

meet the re sp o n s i b i l i t i es ,

will be u n w il lin g

is

re sp o n s i b i l i t i e s

pe rc en ta ge
It

from

respon sib ili ty.

growth, s t u d e n t / f a c u l t y

institution.

influence

as a l t er na ti ve

ad mi ni st ra ti on s.

these

r ed uct ion experi en ces ,
size

ma na ge m e n t

of

bureaucratic

de ri ve d

administration

reputation

me et in g

and

b u r e a uc ra ti c d i v i s i o n

meet that

con cerns

influence

the

the overall

the a u t h o r i t y

fiscal

are

faculty

instit uti ons

be c o n s i d e r e d

whi ch
With in

responsibility

Because

in

factors which might

will

p ro fe ss io na l model.
and authority,

v ar ia ti on s

both p r o f e ss io na l

st ru ct u r e s

e x p l a na ti on s

for

as well.

in their structures,

b u r e a uc ra ti c

be a s s o c i a t e d

f a cu lt y power.

e xp l a n a t i o n s

higher e d u c a t i o n

ex pe c t e d to

these

latitude

in

of

e xe rc is in g

the a d m i n i s t r a t i o n

to the facult y

and

factors do not so
r e si st ant

to

faculty

limit an

a faculty's

facul ty will have

greater

56
In
pr ese nt

the

proce ss

their

of

nego ti ati on ,

so me ti me s

conflicting

based

perhaps

mode ls

the m i l i t a n c y of the union

the outcome

of

on

as

ideolo gi es d r a w n

the b a r g a i n i n g

the two

claims

from the

itself

process.

parties

to a u t h o r i t y
two di f f e r e n t

m ay be a factor
This

factor

in

is also

examined.
It is p r e d i c t e d that
f a cu lt y enjoys
b u r e a uc ra t i c
of

higher

mi 1 i t a n c y .

is
and

the
the

the amo un t

result

of

p r o f e s s i o n al

educational

of power

v ar ia ti on s
a s pec ts

institutions,

as

a parti cu lar
in

both

the

of the st ructure
well

as

union

Chapter 2

ME TH OD S

The Q u e s t i o n
Th er e
First,

are

qu es ti on s

do f a c ult ie s g e n e r a l l y

b a r g a i n i n g after
professional

In order
be made

und er ly in g

first con tr ac t?

e xp la in

v ar ia ti on s

to answ er
of the

for a

the

whether

or not

examine

in

Second,
fa cu l t y

first question,

power a

f a cu lt y

period of time.

later p o w e r — can

study.

does
power

b a r g a in in g?

col le c t i v e b a r g a i n i n g and how mu c h
o r g an iz ed

this

gain power through co ll e c t i v e

s i gn in g the

st a t ur e

under c o l l e c t i v e

must

two

be compared,

f ac ul t y

variations

a measurement

initially

it has after

has under
h a v i n g been

The two- -i nit ial

power and

and some as se ss me nt

gain power.
in change of

It is also
types

of

made

of

po ss i b l e

to

power

and

by

con t r a c t area.
The sec ond q ue s t i o n asks
greater

on

p r o f e s s i o n al
the power

c a m p u s e s where

stature.

each

areas. Where a f a cu lt y
that

the

professional

faculty

the

Here an

f a cu lt y

has

if current

in several

be

stature.

57

has

a s s e s s m e n t must be

enjoys high
will

faculty

faculty power

power

is

greater
made

of

key d e c i s i o n - m a k i n g
it

characterized

is ex pe c t e d
by

greater

58

power

Competing

e x p l a n a ti on s

for

will al s o

be examined.

As

c o m p et in g e xp la na tio ns ,
size

of

institution,

facul ty

or

in

in te rve nin g variables,

union organization,

for

factors to

variation

in

these

include:

percentage

of

militancy

of

of the union affiliate.

An a s s e s s m e n t will be made of the exte nt
of these

fa cu lt y

d i s c u s s e d above,

s t u d e n t / f a c u l t y ratio,

experience with

the union and stature

var ia ti on s

provide a more
f a cu lt y

power

to w h i c h a n y

p er sua si ve e x p l a n a t i o n
than

does

professional

stature.
In the
in

this

fo ll owi ng sections,

s t u d y are

descr ibe d,

and

explained,

the gener al

the

the h y p ot he se s

me th o d s

used

spe ci fi c m e a s u r e s

are

and me th od s

of

te s t i n g them

are given.

General A p p r o a c h

Ins tit u ti on s Ex amined
The reason s

for

restricting

the sample to

four-year c o ll e ge s and u n i v e r s i t i e s are
First,
because

state

bargaining
state.

ins titutions w i t h i n
law

determines

L i m i t i n g the samp le

eliminates

po ss i b l e

facult y power.

to

one state

Laws

were
for

sel ec te d

collective

v a r y from

state

to

in st itutions within one state

influence

Second,

three.

p r oc ed ur es

by pub li c employees.

public,

of

legal

variation

priva te co ll e g es and

upon

universities

59
were exc lud ed
private

for si mil ar

i ns ti tut io ns

private

reasons.

is r e g u l at ed

in st itutions

Co ll ec ti ve
by federal

e l im in a t e s

anoth er

bar ga in in g at

law.

E x cl ud ing

source

of

legal

variation.
Thirds
four-

and

tw o- y e a r
tw o- ye ar

differences

Of the

excluded.
were

governance

two types

likely to di ff e r

local or re gi on al

from

of

If

both

included,

the

of

source

two types

of

institutions,

one anoth er

structures

authority.

For

are

more

this reason,

of

influence upon
four-year

on the basis

i d i o s y n c r a s i e s b e ca us e their

gov er n a n c e

were

and

would add a po ss ib le

facult y p o w e r .
less

were

i n st it ut io ns

in f i n an ci ng

institutions

are

co ll e g es

of

financial and

d irectly

under

on l y four-year

state

institutions

included.
M i c h i g a n was se le c t e d

which

are

interest

the pe rs on al

The

automony

u n iv er si ti es all ow s
struct ur es

among

each campus
other

campus.

exert wh atever
Such

my

of

the

influence
an a n a l y s i s

There
for

are

other

this study.
co ll eg es

var iation

in decis ion-mak ing

Contract

i n d ep en de nc e

they m a y upon
not

and

b a r g a i n i n g on

ba rg a i n i n g on every
allows

institut i o n 's greater

would

and my

M i c h i g a n 's

institutions.

This

f a m i 1 iarity

good choice

is f o r m a l l y i n d e pe nd en t of

c h a ra ct er ist ics

power.

of

for greater

the

of

of r e a s o n s , among

convenience.

make M i c h i g a n a

relative

a number

reaso ns

and g e o g r a p h i c a l

factors which

for

structural
freedom

c o n t ra ct ua l

be possible

in a

to

faculty
state

60
with

a

c e n t r a l iz ed

co ntract covers a
adv an te go u s

e du ca tio nal

number

stru ctu re

long h i s t o r y

This

c on tr act ual

fa cul ty power

four-year
included

makes

to

These are

ba rg ai n i n g

in e d u c a t i o n

over a long period

in st itutions

nine of

the
a

and

in

of chan ge

in

of time.
bar gai nin g,

with

the state's

col leg es and u n i v e r s i t i e s .

single

M i c h i g a n has

pos sib le e x a m i n a t io n

those

a

In a d d i t i o n to

this s t u d y exa min es col le ct iv e

re st ri ct ed

faculties.

where

of higher education,

industry.

am

of campuses.

of co lle c ti ve

Because

system,

I

un io ni ze d

fifte en public

The nine

inst it ut io ns

in this s t u d y are:
Central Mi c h i g a n U n i v e r s i t y
E as ter n Mic hi ga n U n i v e r s i t y
Ferr is State College
Lake

Super ior State Colleg e

No r t h e r n M i c h ig an U n i v e r s i t y
Oak land U n i v e r s i t y
Sa gin aw V a l l e y State College
W es ter n M ic hi ga n U n i v e r s i t y
Wayne

State U n i v e r s i t y

D o c u m e n t a r y Method
The
documentary
check.
phase,

In

pr im a r y
research.
the

metho d

used

Interviews were

secure data
used as

first phase of the research,

fa cul ty power was m ea su re d

collectively

to

b ar gai ne d

is

a double­

the d o c u m e n t a r y

through e x a m i n a t i o n of the

c o nt ra cts

betwe en

c o l l e g es

and

61
u ni ve rs i t ie s and
power

f ac ul t y a s so ci ati on s.

or rights

which

collective bargaining

To me as ur e

have oc cu r r e d

on each campus,

since

c o m p a r i s o n was made

change
of

in w or di ng was

each to

be

followed the

rule

error

recorded.

determine

rights might

of each

if

of

Then an a s s e s s m e n t

At

this

stage

being ov er l y

of the study,

the

interviews,

or rights were d i s cu ss ed
campus.
change

In
in

informants

this seco nd p h a s e ,
power

be twe en

two or

seco nd

phase

or

rights

more
is

of

an

the s t u d y

I

if

the three

phase

in power

on each respe ct ive

there

union

below

avoid the

change s

item was

onl y

d iscussed

or

In the seco nd

all rec ord ed

with

power

inc lusive to

of ex c l u d i n g a n y po ssible c h a n g e .

Every
was made

of

of

of

wo rd-by-

entire contract.

change

in

co nt r a ct

A careful,

a ny pos sib le

implied.

the onset

the or iginal

and the cu r r e n t co nt r a c t were c o m p a r e d .
word

change

included as

was ag re eme nt

informants.

under

a

the

The

heading,

"I n t e r v i e w s " .
The

con tr ac ts

u n d e rs ta nd in gs
aspect s

conte xt

reache d by

of work

ma na ge r i al
of

of

ret ai ned

two

legally-enforceable
parties
work

covering

all

w hi ch are

not

by the C o l l e g e .

the terms

le gal ly means the

to

the

wh ich
president,

Wi t h i n

"college" and

from their c o n v e n t io na l m e a n i n g s .

governors,

re sp on s i b i l i t i e s

the

the

or g a n i z a t i o n of

the contract,

"un iversity"

board

and

pr er og at iv e s

dep ar t som ew ha t
or

descr ibe

"faculty"
"College"

board of c o ntr ol
de l e g a t e s
who

further

the

or the

ma na g e m e n t
d e l eg at es

62
a u t h o r i t y to other a d m in is tr at or s.
exercising

authority

for

the

"a dm i n i s t r a t i o n "

is s o m et im es

the

to the contract.

two p ar ti es

not

the C o l l e g e ; in fact,

r e l a t i o n s h i p to
its use,

the

All m e m b e r s
all are
but all

used

the

f a c ul ty

Legally,

me mbe rs who are

second

as the

cal le d
that

the

reader

rel ia bl e

source

of power

becaus e

pr ov is i o n s

deb at e

of
the

v/ith

those

and

formal

the

faculty

i nvolv em ent

for s i m p l i c i t y the

"administration".

is aware

of the more

11

is

precise

of

items,

informat ion

of the c on tr ac t

ab ou t

negotiation

in

teams

some tim es at gr eat

the

facult y

are m u t u a l l y agreed

le ga ll y e n f o r c e a b l e .

the c o m m i t m e n t ent ai le d
the

provid e a r e l a t i v e l y

between the a d m i n i s t r a t i o n and

upon by both pa rti es and are

me mb er s

in that

gi ven a b o v e .

and

of

no

In this study,

"faculty"

distribution

nature

faculty.

the contract,

sense are

C o l l e c t i v e l y ba rg ain ed c o n t ra ct s

the

of

facult y me m b e rs who are not members

in secur ing the c o n t r a c t .

valid

is

is in an a d v e r s a r i a l

necessar i ly agree

of the un ion and who h a v e , there f o r e ,

definitions

f a cu lt y

not a m o ng the m a j o r I t y n e c e s s a r y to rati fy a

co nt ra ct as well

un de r s t o o d

the

and p r o t e c t i o n under

in this

term

D e p e n d i n g upon the c o n t e x t

m e m b e r s do not

in

wh e n r e f e r r i n g to one of

f a c u l t y are p a r t y to the c on tr ac t

Exluded

role

the

te r m "faculty" m a y not mea n the whole

g r a n t e d rights

parties are

of their

board,

faculty

the c o l l e g e .

of the

contract.

Becaus e

si gni ng

the

the contract,

generally
length,

Gi ven

and

di scu ss

and

us ua l l y use

63
relatively
w hi ch

p r ec is e

might

language and cover various c o n t i n g e n c i e s

arise.

imp lications

Be cau se

for m a t te r s

as w o r k i n g co nd it io ns ,
work

and

will

complaint.
while

Consequently

their actual

more

inv olv eme nt

in

c o n tr ac ts

wh ich

c o n tr ac ts

some

of the

form

of

assume

c o n t r a c t produced will de scribe

facu lt ie s and

administrations

range

the tra di tio n

dec isi on -m ak ing

over m a n y more

topics

more topics

in

however,

actu al

behavior,

an e r r o r , and
contract.

have

two

So me ti me s

fa cu lt y memb er

lead to a gr ievance
the c o n t r a c t .

even

in

in

faculty

leads

in

of e m p l o y m e n t .

higher

coop era te

acti on

to

c l e a r l y and

taken

of

edu ca t i o n .

by both p a rti es

partie s
an

of

limitations as s ou rce s

is d i s c o v e r e d

the

b a r ga in ed

than co ver ed

than are

hours and terms and con di ti on s

So me tim es a p r o vi si on

pa rti cul ar

education,

ins ti tu ti on al

C o n t ra ct s do,
abo ut

a c u r a t e l y than cont ra ct s

e l s ew he re and

s i m p l y wages,

read

or

that

e d u c a t i o n p r o b a b l y d e s c r i b e d a y - t o - d a y r e l a t i o n s h ip s

In high er

not

is e x p e c t e d

the p a rt ie s must g e n e r a l l y

between

elsewhere.

the

a u t h o r i t y over

one or a n o t h e r

a gr ie va nc e

that the

b et we en the parti es

been

it

such

relationship.

C o n t r a ct s

data

of

have

to the parties,

institution;

to

p ro vi si on s

of employment,

interests

lead

negotiating

higher

the

will hurt the

parti es and

importance

terms

finances of

violation

of

most

to have

in vi ol at in g
ag a i n s t

a

v i o la ti on of the co n t r a c t does

be cau se

the

faculty membe r d id not

Th ese and other c i rc um st an ce s ma y cause

64
discrepancy

be twe en

what

occurs

a c c o r d i n g to the co ntract.
met ho d

is

supplemented

by

and

what

sh o u l d

occur

For this rea so n the d o c u m e n t a r y
interviews

with both

parti es

to

the agr eements.
A

more

detailed

ca te g o r i e s and steps
co nt ra c t s

description

followed

is gi ven under

measurements

of

the

c on ce pt ua l

in a n a l y z i n g power

th r o u gh the

the s e ct io n be lo w wh ic h d e s c r i b e s

of power.

Interviews
On

each

of

administration
purpos e

of

in

and of

of

informed

of

Th e y
the

than

the

two

correspondence

be twe en

to

confirm

ca te g o r i z e d
The steps

that

correctly
used

fully b e l o w

in

in this
in

the

of power.

int erv iew ed

partie s

the

for the

d e s c r i b e d more

were not

of

in te rvi ewe d

and also

had been

are

sel ec te d

r e f e r r ed
as

but because

typical a d m i n i s t r a t o r

about the c o nt ra ct pro visions,
campus.

the

of m e a s u r e m e n t

pe rso ns

"informants".

on

were

of the study.

the st ud y are

These

representatives

pro vi si on s

the con tr ac ts

se ct io n on me th od s

m em ber s

up

co n t r a c t

the d o c u m e n t a r y phase
stage

c am pu se s
the union

ch e c k i n g

pra cti ce and
change s

the

or

to

as

re pr es e n t a t i v e
they

are

more

fa cu lt y member

impli cat ion s and pr a c t i c e s

on

65
Me a s u r e m e n t

of Vari ab le s

Power

Ge n e r a l
contro l

co n c ep t

over

work

of power.

and

Here power

wo r kp la ce

c o l l e c t i v e l y b a r g a i n e d contracts.
facul ty m e m b e r s

includes

and r e s e a r c h work,
cour se

such

d e s c ri be d

Control

over

as

in

the

the work

Contr ol

in d e p a r t m e n t a l and

as what pr og ra ms

of

immediate a s pe ct s of c l a s s r o o m

such as d e c i d i n g the content and time

offer i n g s .

inv ol ve me nt

the

as

is de fi ne d

shall be

over

work

also

of

enta iIs

in s t i tu ti on -w id e decisions,
o f f e r e d , who s h a 11 be hired

and how f a c u l t y m e mb er s shall be e v a l u a t e d .

Such d e c is io ns

impinge d i r e c t l y or

i nd ir ec tl y upon a f ac ul ty m e m b e r 's w o r k .

Thus d e f i n e d , power

includes rights

o n e 's

own a c t i v i t i e s as well as

to exercise

to have

a u t h o r i t y over the a c ti on s of o t h e r s .
d e f i ni ti on ,
are

are pa y and

changes

example,

an

considered

a cha ng e

from the

defined

of the

Power
in this

de an s to

power.
which

over

of merit

However,

a

facul ty members

a co m m i t t e e

using this

Included, however,

influence

the amo un t

in

determine

as a cha ng e

the power

in

over

influence and also

Excluded,

fringe b e n e f i t s .

a u t h o r i t y or

increase

au t h o r ity to
pay

in

control

For

pay

is not

shift

in the

rece ive merit

of faculty

in p o w e r , s p e c i f i c a l l y

pay.

an

members

is

increase

in

faculty.

is further d e f i n e d by sp ec if ic op er at io ns

s t u d y and

is ca t e g o r i z e d

in

four d i f f e r e n t

used
ways.

66
Descr ibe d

be low are

the c a t e go ri es

and then

the spe cif ic

operations.
Of e v e r y change
(1)

in power,

What type of power

(2)

Is

(3)

is

it?

it a fa c u lt y gain or fa cul ty loss?

Is

(4)

four qu e s t io ns are asked.

It of major

In what

or minor s i gn if i c a n c e ?

area of

campus d e c i s i o n - m a k i n g

does

it

these qu e s t i o n s

are gi ve n

in

to whi ch

is

lie?
The pro ce du re s used
the

to answer

fol lowing di scu ss i o n .
Type

of power

Power m ay be

refers

gained or

types d i s c u s s e d below.

in each of

(1)

Col le ct iv e

c omm itt ees

to make pa rti cul ar d e c i s i o n s .

ma y be the

facult y as a whole,

app oi nt ed

or

include

or

in

part,

elected.

also

include

As the
faculty

change s

of

Changes

method of se le ct io n
subject to

ch ang es

the

latitude

in c ol lec ti ve

of

such a

facult y

of member s
in

member s

c ol le ct iv e

in the co mp o s i t i o n

increases,

or a

by such co mm it te es

pr op o r t i o n of member s
me mbe rs

in

power.

of
When

of

is the
faculty

F a c u l t y co mm it te es

facult y

expand

which d e c is io ns m ay be made

auth or ity,

a departme nt,

Change s

increases whi ch

wh ich reduce the s a m e .

the

fa cul ty power

or,

all

commonly

involved.

the three di ff er en t

influence

composed,

less

lost

party

co mm it te e
who

are

fa cu lt y power
of areas

in

or dec re as es
fa cu lt y power

of the c o m m i t t e e s .
c o mm it tee

power

who are

increases.

such c o m m it te es
such ch ang es

is

The
also

increase

67
facult y involvem en t
increased.
change

An

from

in

s e l e c ti ng members,

exampl e

of

administrative

ele c t i o n of m e mb er s b y the
r e p r e s e n t a ti ve s
(2)

of the

as

ef f ec ti ve

fa cu lt y

appointment

power

of

is

is

m e mb er s

fa cu lt y or a p p o i n t m e n t

a
to

by elect ed

faculty.

I n di vi du al rights

given contr ol a
actions,

increased

f a cu lt y power

f ac ul ty member

in d e c i d i n g
te ac h i n g

refers to the c o n t r a c t u a l l y
has

over

that m e m b e r 's

what m a t e r i a l s

to

evaluation

of

in

own

use to d o c u m e n t
the

m e m b e r 's

performance.
Ad di n g to or e x t e n d i n g such rights
power.

Removing

reduces

f a cu lt y p o w e r .
(3)

from the c o n t r a c t

Administrative

or re du c i n g

of fi ce rs

wh ic h aff ec t the work

of fa cul ty members,

who will

tenure

g ra nt ed

and

what

f a cu lt y

these

author ity is the right

c o l l e g e 's various a d m i n i s t r a t i v e

be

increases

rights

of

the

to make d e c is io ns
such

as d e c i d i ng

pr ograms

will

be

expanded.
Wh e n

c h an ge s

alternatives
increased.

for
When

facul ty power

of

the

con tr ac t

ad mi n i s t r a t i o n , facul ty

a dm in is t r a t i v e

contract,

the

make all decis ions

members and the
the

the

w o rd in g

alternatives

are

reduce

power

is

increased,

is r e d u c e d .

Wi th ou t a
a u t h o r i t y to

in

c o ll eg e
a bo ut

o r g a n i z a t i o n of the

a d m i n i s t r a t i o n acts with in

the

u l t i m a t e l y has
the work

of

faculty

w o r k p l a c e , so long
law.

For this

the

as

reason,

68
where

contracts mention

usually

in

administrative

the course

of

describing

authority

the

administration

contract.

The on ly e xc ep t i o n s

"M an age men t Rights "
parties

would
to

that the

make all

have

this gener al

administration

decisions

it

li mi ta tio ns

sect ions of some contracts,

are rem ind ed

a u t h o r i t y to

authority,

not a b r i d g e d

is

on

the

wi tho ut

the

rule

lie

in

wh er e i n the
retai ns

the

e l se wh ere

in

the contract.
The

qu e s t i o n

a dmi n istrat ive

author ity

power?

To answer

genera l

ways

influence

over

campus
may

s p ec if ic

issue at

c on t r a c t

or m ay

whi ch

may

n e g o t i a t i o n that

pa rti cul ar
settle this
until

some

for

time

of

set up

issue.

m ay

a d m i n i s t r a t ion

the partie s

the

the

occur,

for
in

case

only a d e m o n s t r a t e d
laying off

h a v e , while
issue.
issue
spe ci fi c

to have

fa cu lt y

and

agreement

negotiation
by

on
of

which

the two

to ag re eme nt
under

the f a cul ty

process
financial

f a cu l t y m e m b e r s .

a
the

of co nd i t i o n s

example,
the

faculty

c on tr ac t

to

in

to look at two

di sc u s s and come

In the

dec id e

come

for

A

p ro ce du re s

a later time,

sp e c i f i c

be gr ou n d s

it is useful

(1)

do c h an ge s

implicat ions

decisions.

either

(2)

at

layoff

have

How

which a f a cu lt y m a y use a

a d m i n i s t r a t ion

ab out a

raised:

this question,

in

parties may,

m a y be

of

and

con tract

e x i g e n c y will
In this

case,

n e g o t i a t i n g the c o n t r a c t , decide d a

However,

the parties may not want

dur in g n e g o t i a t i o n but may wish to
p ro ble m

aris es

which

req uir es

to
wait
a

69
decision.

In

con tr ac t

this case,

w hi ch re qui re

facult y of a n y

first c a s e ,

which

the

layoffs and secu re and

faculty

by co nt r a c t u a l

the

inf luence

the

In the second

right to be
some

involved

latter
model

the a d m i n i s t r a t i o n
meth od

of

describes

to

the

the

"expand ing co ll ec t ive
increases

The second

in fa cu lt y p o w e r .

the opp osi te
by ch ang es

a u t h o r i t y or reduce

which
range

in ke epi ng

authority.
as

The

"restr ict ing

is categ or ized

as

Both are c a t eg or iz ed

In both c a t e g o r i e s , change

direction.

whi ch either
collective

col legial

decis ion-mak i n g .

in this s t u d y

facult y power".

This

on the

is more

fa c ul ty to exe rci se

author i t y " .

the

that

faculty.

former method,

of

of

a d e c i s i o n at

follows

barga in ing mode 1

is c a t e g o r i z e d

is

faculty

in the c o n t r a c t

involve
power

the

fa cul ty reserv e

of m a ki ng

ad mi ni st rat ion ,

the

In the

negotiation

1 imitations

a d m i n i s t r a t ive

decreased

the

pr ovi sio ns

c o n tr ac tu al

co ll ec t ive

in

case,

of

par ti cu la r

first met ho d

be

this case

The

Both me th o d s a l l o w

m ay

In

the process

exercising

al l o w e d the

co ns i d e r any

s p e c i f i c a t i o n of the con di ti on s

campus d e c i s i o n - m a k i n g .

of ac ti on s
with the

of

no ti f y the

latitude of auth or ity

in the process

future t ime by putt ing

re qui re

as

in

into the

m a y make on the m a t t e r .

layoff m ay o c c u r .

have ex e r c i s e d
contract.

be put

the a d m i n i s t r a t i o n

the a d m i n i s t r a t i o n *s

circumscribed
under

that

intended

remommendations

pr oce dur es m ay

F a c u l t y power
increase

faculty power.

ma y be

a d mi ni s t r a t i v e

70
In
fa cul ty

summary,
power,

or reduce
facul ty

ch a n g es

increase

wh ic h

indivi du al

increase c o l l ec ti ve

f a cul ty m e m b e r ' s

a d m i n i s t r a t i v e a u t h o r i t y are d e f i n e d
power.

power,

all

Change s

decrease

which

individual

increase a d m i n i s t r a t i v e

as gains

reduce c o ll e c t i v e

f ac ul ty

rights

me mb e r ' s

f a cu lt y

rights

a u t h o r i t y are de f i n e d

in

or

as d e c r e as es

in fa cu lt y p o w e r .
It
have
In

is pos si bl e

impli cat ion s
deciding

foll owi ng

in

rule

for a change

for

two or three

w h i ch

category

is u s e d .

altered.

For

1 imitations

an

to the basis

may e v a l u a t e
co nt ra ct

example,

non-tenured

sp e c i f i e s

the

a c ti on s

evaluated.

In

a

to

of power.

change,

the

is c a te go r ized

or iginal co nt ra ct

explicitly
may

give no

upon w h i c h a d m i n i s t r a t i v e

officers

f a cul ty

members.

decisions

But

the

based
in

has

d e s c r ib es

therefore,

by

i m p li ca ti on s

f a cu lt y

member

on

such

aut ho r ity is 1 imited

of the

c o n t r a ct

the current

cons ideration

C l e a r l y the ch an g e also
and

If

ef fe cti ven ess ,

is the pr imary

ad m i n i s t r a t i v e a c t i o n s and,
de cr e a s e

place

choice s are most

e v a l u a t i o n s ; the a d m i n i s t r a t i o n 's
this c h a n g e .

types

the change

that t e ac hi ng

st ud en t ev a l u a t i o n s ,

co nt rac t w o r d i n g

of these
to

First,

a c c o r d i n g to w h i c h e v er p a r t y 's

in

for

being

li mi tat ion s

on

is categor ized as

a

in a d m i n i s t r a t i v e aut ho r i t y .
c a t e g o r i z i n g chang es

are both e x p l i c i t l y
changes will

where

stated,

a seco nd

be c a t e g o r i z e d

first as

two
rule

p a r t i e s ' actions
is applied:

changes

such

in co ll e c t i v e

71
fa cul ty power
rights

if

if

that

both

administrative

as

in

the

changes,

but

catego r ized
example,

are

as

a

or a gain

rights

involved.

This

p r o p o r t io n of changes
facul ty

this rule does

which

member' s

power

individual
and
rule

cat eg or iz ed

and

arbitrarily

c at ego r ized as ad mi ni st ra ti ve author ity

major var iable under
chang es

are

c ol le c t i v e

the c h a ng es

or first as

facul ty

aut ho r ity

inflates

reduces

involved,

individual

arbitrarily
ch an ge s

is

not have

consideration
fa c u l t y
loss

Whether a

a d m i ni st ra ti ve

in individual

the

h e r e , the proport ion

gains.

of

a n y effect upon

of

change

is

author ity,

for

facul ty m e m b e r 's r i g h t s , it

is a f a c u l t y g a i n .

Si g n i f i c a n ce

of Ch an g e

All ch ang es
Changes

in Power

in power are not

in pr oc e d u r e s
on the

w hi ch seldom,

less

impact

the

i n s ti tu ti on than do changes

routinely.
little,
co m m i t t e e

in

others
major
the ir

the

That

basis

impact

c a te go ri ze d

percent

as major

are more

of

are we ig ht ed by

are we ig h t ed

shift

to se v e n t y

by c a t e g o r i z i n g

fr eq uen cy

are used have

individuals

co m po si ti on

of an a ss es sm en t

and

minor changes,

chang es

in

s igni f i c a n c e .

within

in policies which are

some changes

is re cog ni z ed
on the

some

cha ng e

from s i x t y

membership.

if e v e r ,

institution and the

Similarly,

as

of equal

"one".

power
of a

percent

used

only

a

collegial
faculty

signi f icant than

changes as

minor

or

of the ext en si ve ne ss

of

their

use.

a factor of

Changes
"two" and

72
In

assessing

collective
area

f a cu lty power,

was

seen

extrem es

as

lying

of

formal

on

of
in

de ci si ve

facul ty

to

a ny par ti cu la r
the

facul ty

fa cul ty a u t h o r i t y to

Betwe en these
power,

the

in

a continu um,

are:

adv ic e to admin is tra ti on,

recommendation

ch a n g es

involvement of the

of decision.

in creasing

f a cu lt y members'
facult y

type

power

some wh ere

on the other end,

make a p a r t i c u l a r
order

s i gn if ic an ce
f ac ult y

of w hi ch are no

at all and,

in

the

extremes,
individual

a v ot ed a d v i s o r y

a d mi ni st ra ti on ,

a

voted

f ac ult y r e c o m m e n d a t i o n wh ic h

"shall be given great

shar ed aut ho r ity be tw ee n the

facul ty and a d m i n i s t r a t ion such

that

any

ac ti o n

determining

req ui re s

whether a

change

warranted categorization
which

the

chang e

considered.

consent

in

autho r ity"

is

of

greate r

"in div idu al

fa cu lt y

advic e"

"no

this

fa cu lt y

"a

than

voted

In
power

exte nt

continuum

involvement"

magni tud e
to

both.

or m i n o r , the

power along

from

of

co ll ec ti ve

as major

mo ved

Change

the

weight",

to

was

"decisive

ch an g e

f a cu lt y

to

from

advisory

recommendation".
The co nce pt
asse ss ing
c on si de re d

whether
minor

aE f o r d e d on l y
by

a change,

if the

of latitude

of

or

change

in

If the

p ar ty

not

or m a j o r .

a small

increase

the change would

pa rt y were al low ed

actions.

a

in

action was

also used

power shou ld

be

involved were

possible act ions allow ed

be of less si gn i f i c a n c e

a much

in

wider range

of

than

possible

73
In
major,
were

all d e c i s i o n s

impact and

f r e qu en cy

conside re d.

bo rd er li ne
A

The

check

informants

on

si gn ificance.
the

the

headi ng

of

of

categorizing

the

significance

of

facul ty and a d m i n i s t r a t i o n

c h ang es

The p r o ce d u r e s

or

than major.
about

made by a s k i n g both

as minor

of the proc edu re

followed

rather

m y judg em en t

wheth er

change

of ap pl i c a t i o n

rule was

c h an ge s as minor

changes was

under

to c a t e g o r i z e a

were of

for this

"Spe ci fi c

major

or

minor

are d i s c u s s e d

operati ons

for

below

me a s u ri ng

power c h a n g e s " .
Since e v e r y ch a n g e
which

are

in

the

change

is c a t e g o r i z e d

is d e s c r i b e d

Appendix,

reader may

see

how each

and m a y make a di fferent a s s e ss me nt

desired.

The

lengthy

histor ies

of

each

standar ized m e th od s

the

in the case hist or ie s

descriptions

in s t i tu ti on

of changes

are

given

if

in the case
here

for meas ur ing power changes

because

in this type

of r e s e a r c h have not be e n d e v e l o p e d .

Area
typically
used

appear

in the

original

of_pp_wex.

Data

in the

contracts.

and c u rr en t

change

had

im pl ications

datum

in this study.

types of c h a n g e s

are

contracts

orga ni ze d here
under

E v e r y cha ng e

contracts

of word ing betwe en

or rights,

The he ad i n g s

included under

headin gs c o m m o n l y

was ex amined

for power

as they

used

each are

was

and,

if

the
the

included as

in this s t u d y and
listed below.

74
As s o c i a t i o n rights
union

organization.

included here
of

include all c h an ge s

the

A g e n c y shop

as well as

ba rg a i n in g

and

m a n a g e m e n t actio ns with regard

Ma n a g e m e n t
set aside

rights refer

restrictions

to chang es

n e c e s s a r y because

listings of rights

authority

due

Some c o n t r ac ts

In a sense,

management

on

in the s e c t i o n

the ad min ist rat io n.

do not have this section.

and

in d e f i n i t i o n s

to the union.

for a f f i r m a t i o n s and

re ta i n e d by

a d d i ti on s are

c h an ge s

unit

to do with

it is not

r e tai ns all

it which

are

rights

not e x p r e s s l y

limited by the contract.

E m p l o y m e n t de c i s i o n s covers
in

ma k i n g

initial

promotion,

all chang es

appoint me nt s,

tenure,
layoff,

recall,

affirmative

action,

p e r so nn el

appointment
Ch an ge s

and

in

included
s t a t em en t s

where

of

etc.

retirement,
files

and
heads.

st at e m e n t s

major

p ro ce du re s

recommendations

di sc ip li ne ,

department

policy

the

is to provide

departmental
promotion,

revi ew

d e p a r t m en ta l
here

re app oin tm ent s,

evaluation,

discharge,

of power

part

of

are
such

for
for

fa cu lt y

75
Wo rk in g
for

c o n d i t i o n s cover

assignments

d e t e r m i n a t i o n of
salary,

and

c h an ge s

work

loads,

the calendar,

d e c i s i o n s ab ou t

use

leaves,

the

determination
of

re st ri ct io ns

on outsid e

work.

Ed uc at io na l

pol ic ie s

includes

c h an gi ng c u r r i c u l a

in pr oc e d u r e s

and

academic

p ro ce d u r e s

cov er s

of

re so urc es

and

pr oc ed ur es

for

s t a nd ar ds

for

students.

G ri eva nce

a r b i t r a t i o n as well as g r i e v a n c e

Spe cif ic o pe ra ti o n s
The

above

change

op era tio ns
including

used
the

The
in

used

for

comparisons

persons

each

spe cif ic c o n t r a c t - r e l a t e d

eve nt s

consistency

the nine

in

change s

and

administrative

re ad i n g

changes acro ss

power

of ori ginal

campus,

for

c l a s s i f y i n g each

categorizing

interviews with

c om pa ris ons

procedure.

fo ll owi ng c h r o n o l o g y des cr ib es

contracts,
on

in

for m e a s u r i n g power changes.

c a t e g o r i e s are

in power.

chang es

curren t
and

pu bl ic at io ns
on the

union
about

cam pus es and

categorization

institutions.

of

Each

ste p

is

in st itu tio n a co mp a r i s o n was

made

of

dec ribed below.
For e v e r y
the original

c o nt ra ct and

the cu rre nt con tra ct

at the

76
time of the study,
by-wo rd

reading

understanding
listing

Dec ember
of

include a n y c h an ge

and

Next,

e ach

power"

an

which mi gh t

and

I

letters

a shift

of each

either

a

in

change,

"no change

of power w i th i n

of

the ca te go ri es

to av oi d e x c l u si on

was

of

pr od uce d

p o s s i b l y be

as

word-

The rule used was to

as se s s m e n t was made

Again,

changes,

A careful,

contracts

in w o r d i n g .

a cha ng e

g iven above.
power

the

was c a t e g o r i z e d

or as

1983.

contracts

which a men d

of ch ang es

power.

the

of

overly-inclusive

of possible
in

do ub t f u l

cases.
Available

published

contract-related
was

u sed at

newspapers,

even ts

this

time

material

on

the c a m p u s e s

and

included

s c h o l a r l y pu bl i c a t i o n s

a rb i t r a t io ns .

These

p u b l i s he d

p r i m a r i l y to u n d er s t a n d

referring
under

s tu dy

di ss er t at io ns ,

and

abstracts

ma te ri al s

the ca us e s and

to

are

of

used

impl ic at io ns

of

s pe ci f ic c h a n g e s .
The next
campus.
more,

step was to

One or more

two to

by the

in the d o c u m e n t a r y stage
administrative
typically

perso ns

re ma r k e d

gave me a c c u r a t e and

persons

on each

inte rv iew of each of two hours

was c o n d u c t e d

were s t r u c t u r e d

in te rvi ew

three days.

Inter vi ews

list of power chang es
of the r e s e a r c h .
on

that m y

the

pr od uc ed

F a c u l t y and

var ious

co mp ar is on

or

ca mp us es

of contr act s

th or ou gh kn o w l e d g e of their

labor

77
relat io ns expe rie nc es.
con fi de nc e

Their

observation

increased my

in the v a l i d i t y of the data pr od uce d

by the

d o c u m e n t a r y me th od being used.
P er son s
least

i n t er vi ewe d

one a d m i n i s t r a t i v e

facult y members.
has

on each campus

included

of fi ci al

two

co nt ra ct

and

as m i n e .

"academic

vice

pr es i d e nt "

relations"

or the

helpful

like,

of human

to

or

of
for

are u s u a l l y

"director

of

include others

re so urces".

and w e l l - i n f o r m e d

person

re qu es ts

The ir titles

but

six

the a d m i n i s t r a t i o n

responding

informat ion such

"director

to

T y p i c a l l y one ad mi ni s t r a t i v e

r e s p o n s i b i l i t y for h a n d l i n g

the

and

at

These

labor
such as

perso ns

ab ou t d e t a i l e d

were

as p e c ts

of

the co n tr act s and the histor ies of vario us grievances,
arbitrations

or other d i s p u t e s

co nt ra ct c h a n g e s .
to

The ir

be c o m f o r t a b l e

college and
mutual

pr oblems

appear

to see

a t t it ud es vary.

with

fa cul ty

the

as

work ing

in

and descr ibe

th rou gh c o ll ec t ive b a r g a i n i n g .

A few

c ol le c t i v e

bargaining

bi tt e r n e s s

toward

as a

personal

the un ion,

state

er od e d p r ev i o u s l y pl easant

and descr ibe
w in ne rs

together

the
solve

beliefs that the union has

r e s ul ti ng

un ion

Most appear

to

threat and expre ss

r e l a t io ns hi ps

which had given rise to

and

administering

the

contracts

g e n e r a l l y not

oc cu pi ed their

issues

as c o n f r o n t a t ions

losers.
for

The

the

offices

for

persons

co ll e g e s

had

more than a

78
few

years and,

re c r u i t e d

in

from

one case,

the ranks

of

the a d m i n i st ra to r
the union

was

lea de rs hi p on

campus.
Pe r s on s
were un io n
team

in te r vi ew e d

a c t i v i s t s such as

members,

se nat es

and,

on

and d e p a r t m e n t

a c t i v i s t s were
campus.

history

of

in ter vi ew ed ab out

c ol l e c t ive

O fte n one was more

the

informed

perso ns

t y p i c a l l y were
in

the

reasonable,

their
and

and u n r e s p o n s i v e

and

ideological
of the

cool,

lo ng-term

part icular

bargaining

bargaining,
through

st ru gg le

changes.
as

theirs

and

as d i f f i c u l t

implied

The more

Some

ge n e r a l l y

Their manner

in a struggle

p r o f e s s i o n a l seen

the

o c c a s i o n a l l y gr i m

a u t h or ita ri an.

implications.

in

interviewed spoke as

administration

it as a cha ng e ag en t

issue than

been act ive

colle ct iv e

oth ers d e s c r i b e d

descr ibing c o l l e c t ive
view

of

the

the c a m p u s e s .

a v a r i e t y of roles

a

on each

with two or

on a particular

o p t im i s t i c and only

discussion

d e s cr ib e d

on

of

union

co l l e c t i v e l y possess

The u ni on ac t i v i s t s
to

to five

interviewed

be g i n n i n g of

committed

membe rs

power changes

Most had

t y p i c a l l y ha vi n g oc cu pi e d
the y e a r s .

Two

barga in ing

the other a c t i v i s t ( s ).
from

campuses,

chairs.

and seem ed to

membe rs

officers and n e g o t i a t i o n

some

T y p i c a l l y they were

more pr e se nt

union

from among facul ty

of

that

of
they

wills with

removed posture

in some a d m i n is tr at iv e

79
off icers was not p re sen t
persons
may be,
The

interviewed.
in part,

union

become

in the de me a n o r
Ap pa r e nt

the result

a c t i v i s t s are

inactive

develops.

if

In

v o l u n t e er s

require an

ide ol og ic al

m a y become

"caught"

or

ma na g e r s

work.

work

does

not

Fu rt hermore,

the y

in the ir pos it ions,

remuneration without

enjoying any

persons

hired to do the

Their

commitm en t.

easily

bi tt er ne ss

ad mi ni s t r a t i v e

inte rvi ewe d are pr of e s s i o n a l
bargaining

in position.

and can

wanes

contrast,

union

att it ud e d i f f e r e n c e s

of di ff er en ce

interest

co ll e c t i v e

of the

co nt in u i n g

intrinsic

for

pl ea su re

in the a ct ivi ty .
Ad d it i o n a l
some c a m p u s e s .
a

senate

department

fa c u l t y
Senate

has a

off ic ers

major

chai rs

me m b e rs were

role

These

und er st an d

the re l a t i o n s h i p s

the senate

or d e p a r t m e n t

check

the

research.
and

un io n a c t i vi st s

by-one and the

in te rvi ewe es

ch an g e s

in

included to better
the c o n t r a ct and

interviews

throug h

the

was

to

documentary

ad m in is tr at ive perso nne l

were st ru c t u r e d

The ch a n g e s

fact,

of the

with

power c h a n g e s .

in

were

and

chairs are membe rs

b et we en

pro du ce d

In ter vie ws

interviewed where

structure.

p r i m a r y purpos e
data

on

in de ci s o n- ma ki ng ,

where d e p a r t m e n t

of the b a r g a i n i n g u n i t .

The

were

interviewed

by the

list of

1 isted were di s c u s s e d

power.

were asked
They

one-

if these were,
were asked

the

80
con seq u en c es
makin g

of the ch an ge s

in order to de te r mi ne

faculty

gains

or

interviewees.
led

for

up

to

losses

c on tro l and d e c i s i o n ­

if ch an ge s
were so

the

changes.

The

In only a few cases

the rule

reg arded

by

T h e y were also as ke d about events
agr ee me nt

a d m i ni st ra ti ve and union person s
close.

c a te go ri ze d as

that

a g r ee me nt

was
of

n e c es sa ry to defi ne a chan ge

the
which

a mo ng

the

and myself was quite
it ne c e s s a r y to a p p l y

two

of

the

three

is

of w o rd i n g as a ch a ng e

in

power.
One

might

administration
particular

an ti c i p a t e

and

union

change as

This was not

a

the c a s e .

that

in formants would
power

The

gain

the di r e c t i o n of c h a n g e .

some tim es

dis ag re e

on the

claim

officer m i g h t , for

that

add in g

themselves.

the

of

a change.

e x a m p l e , ex p l a i n

r e q u i r e m en t

that

ad mi ni s t r a t i o n c o ns ul t

with the

of mak ing some dec is ion

is s imply form ali zin g what

been sta ndard p r a c t i c e .
d is ag r e e ,

po int ing

The
out

administration typically
it violated
co ntr ave rsi al

this

fa c u l ty
that

informants

the

faculty,

when cruci al

issue.

In

had

might

although

c o n s u l t e d with the

were at

the

fa cu lt y in the course

informal pract ice

qu es tio ns

a

H o w e v e r , th e y did

impl ic ati ons

An a d m i ni st ra ti ve
change

for

the

two parti es alm os t a 1ways

agreed on

a

both

and

c h an ge s

where the a d m i n i s t r a t i o n was gi ve n ex pa n d e d au thority,

81
as

in

b ei ng

allowed

discretionary

raises,

to

un io n

that

this would

ba ck -f ir e

that

t h e y w ou ld

hurt or

than t h e y p le as ed and
some

cases,

both

both pa r t i e s

minds

While

studen t

the

In

on

the

awards,

cl ip pi ng s

as c h a n g e s w h i c h

us

agr e ed

consequence.

In

C h an ge s

over more

than two
yet

in the

the p a rti es

experimentation

were

of

facul ty
from

ex am i n ed
changes;

newsletters,

local new sp ap er s

those changes

the c o n t r a c t s

a c t u a l l y major

ch an ge s

I

co nt r a c t

the a d m i n i st ra ti on ,

in a few cases,
were

campuses,

bylaws.

interviews,

th ro ug h the c o m p a r i s o n

or,

right place.

explaining

newspap er s,

F o l l o w i n g the

losses;

p ar ti cu la r

some cases

va rio us

arbitration

I agreed

In

of pro bl em - s ol vi ng .

and senate c o n s t i t u t i o n s and

and

the union.

that a

part of o n - g oi ng

documents

in cluding

in

faculty m e m b e r s

of one of the parties.

in

parties.

for the p ur po s e

might ex p l a i n

issues were not re so lve d

re ga r d e d c h a n g e s as

further

agr ee d

h i s t o r y of r e v i s i o n

of both

other

re co gn i z e d a change as p l ac i n g

r e s p o n s i b i l i t y and power

Some

or

administration

strengthen

pa rti es

some c ases

contr ac ts .

activists
on the

thus

to the a d v a n t a g e

had a

merit

anger more

cha ng e was

often

give

listed

were re tained

union

act iv is ts

or minor

gains

or

which two of the

three

of

of

minor

or

of

major

82
In

comparing

f a c u l t y gains
percentage

in

co ntracts,

of c ha ng e s

figure used to rank
also

insti tu ti on s

used

in

the

on

the

basis

overall

wh ic h were

(weighted)

facult y gains

in st itutions.

was the

This p e rc en ta ge

d e t e r m i n i n g whethe r

or

of

not

was

faculties

t y p i c a l l y gain power.

C ur re n t
questio ns:

power.
(1)

Do

This

study

faculties g e n e r a l l y

t hr ou g h c ol le c t i v e

b a r g a i n i n g after

contract?

Does

fa c u l t y

(2)

collective

b a r g a i n i ng ?

measurement

of power
the

question,

power

first

question.

shop.

head

layoff and

p o l i c y decis ions,

s e l e c t i o n and
recall

the

under
of
in

second

ex istence of a

The area

important

de c i s i o n - m a k ing a r e a .

often c o n t r o v e r s i a l and

is

inst itut ions
of

tenure

e d uc ati ona l

s e n a t e , and
using the

agency

fo ll owi ng

c o m m o n l y regarded as
(2)

in

f a cu lt y

review,

decisions,

(1)

the co n c ep t

For

evaluation

These areas were sel ec te d

The area

the

description

of the nine

cr iter i a .

(3)

of

was m e a su re d by ex am in in g the cu rre nt

department

decisions,

above

power

first

exp la in s how power was de fi n e d

d e c i s i o n - m a k ing a r e a s :

mem ber

the

stature

f a cu lt y

The

(D e c e m b e r , 198 3) c o n t r ac ts
key

in

two

gain power

s i gn in g

p r o f e s s i o na l

explain variations

ans we r ing

ad d r e s s e s

The area

an
is

lik el y to va r y among c a m p u s e s .

includes d e c i s i o n s
of p ro fe s si on al

which are

work.

centr al

Di scu ssi on

to

of the

83
application

of these c r i t er ia

"Findings:

Part

"De partment

Head",

W it h i n
a c c or d in g

II"

each

area,

area a c c o r d i n g

in

nine.

The preci se me th od
is

g ive n

P r o f e s s i o n al

Statur e and

P r o f e s s i o n al

Statur e

bo dy

a ca d e m i a

by

of pr o fe ss i o na l
The

pe rc e n t a g e

do ct ora te
the

is

the

II:

or as

m a n y as

f ac ult y power

In st i t ut io na l

the

Power

in
in
and

Factors".

statu re
of

of

possession

of

through
of

Ph.D.

me m b e rs

to

or

and
other

the pr imary measu re

fa cul ty

determine

an eso te ri c

long s t u d y

the

the

f a cu lt y

was secur ed
per so n

profess ional stature

is used as

inst 1tut ions a c c o r d i n g

administrative

Depe nd in g

the ca te go ri es

Faculty

cla im to

This

used to

This p e rc en t ag e

are then ranked

two

for ra ti n g

possession

do c t o r a t e d e g r e e .

rated

facult y has under

ratings.

few as

kn o w le dg e a c q u i r e d

d oc um e n t e d

are

of the F a c u l t y

p r i m a r i l y upon
of

heading,

in ea c h di sc u s s ion of that area

"Findings

In

the

b ei ng me asured,

se c t i o n

rests

i n sti tu tio ns

i n st it uti ons

be as

in

etc.

to their

power

rat in g m a y

each area
the

The

follows

each are a' s

to the am o u n t of power

upon the type of
used

under

"Ev aluation",

contra ct provisions.
in each

to each area

the

in this study.
possess ing

rank

a

order among

profess ional s t a t u r e .

in my

responsible

inte rvi ew wi t h the
for

administering

84
the c o nt ra ct
nine

on each

institutions

av er ag e

campus.

v a r y from

of 62%.

T a b le

P e r c e n t a g es
30% to

1

shows

fa cul ty me mbe rs with the Ph.D.

amo ng

90% and

the

have an

the percen tag e

of

or eq ui v a l e n t degr ee

on

each c a m p u s .
A second a l t e r n a t i v e d e f i n i t i o n
s t at ur e

of the

type of

ins tit ut ion

measure
aspe ct

f a cu lt y used here
for w h ic h

is included
of the

to

its

inst itut ions

own

where

extensively

in this

p r o f e s s i o n al

ideal

where

the

act iv it ie s.

facul ty
The

here are those
Table

1.

is the statu re

into

accou nt a

c o n c e p tu al d e f i n i t i o n of

pr oduces

certifies
b o d y of

the

mo r e

has 1 ittle

This

second

"profession".

knowledge.
is

the
than

of

"type of

At those

involved

faculty fits
at

more
the

institutions

involvement

three c a t e g o r i e s

listed under

of the

its own new members

f a cu lt y

process,
type

pr ofe ssi ona l

the f a c u l t y w o r k s .

take

A p r o f e s s i o n trains and
and

of

in

these

institution

used

institution"

in

85
Table

1.

P ro f e s s i o n a l

Stature

of the F a c u l t y
Per ce n t a g e
of Ph.D.
Holdi ng
Faculty

In s t it ut io n

State Colle ge
Ferr is

47%

State Colle ge

Lake Su perior

State College

S a g i n a w V a l l e y State Colle ge

Regional

30%
31%
80%

State U n i v e r s i t y

67%

Northern Michigan University

55%

Ea s t e r n M i c h i g a n

University

57%

W e st e r n M i c h i g a n

University

64%

Central

Unviersity

69%

Michigan

Oakland University

90%

85%

Major R e s e ar ch U n i v e r s i t y
Wayne

Average
P e rce nt
Ph.D. 's
by Type

State U n i v e r s i t y

85%

86

The c o r r e s p o n d e n c e
d i s cu ss ed

in

b e t w e e n these

" S um ma r y of Fi nd i n gs

F a c u l t y Power and P r o f e s s i o n a l

two

me as u r e s

II" under

the

is

heading

Stature.

SIZjS.
A mo ng

the

v a r i a b l es

wh ic h

e xp l a n a t i o n s

for d i f fe r e n c e s

ins titutions

is v a r i a t i o n

the number
the

full-time

institution.

me mbe rs
were

of

at each

se cur ed

Lansing,

in size.

Here size

for the

in

Michigan.

membe rs and av e r a g e d

as

number

with

of

is m e a s u r ed as

the 1983-84

th ro u g h c o r r e s p o n d e n c e
of the

pro pos ed

facult y members emp loy ed

figures

ins tit ut io n

E d u ca ti on Ser vic es

been

in d e c i s i o n - m a k i n g s t r uc tu re

e q uat ed

The

have

of

by

faculty

academic

year

Mi ch i g a n Higher

Mi c h i g a n De par tme nt of Education,

Faculty
438.

size varied

Ins titutions are

from 95

to 77 4

ranked ac co rd in g

to size.

S t u d e n t / F a c u l t y Ratio
Anothe r
e xp la n a t i o n
on

var ia bl e

for power

a campus.

from

var ia ti on

These data

of full-time eq uat ed
students

whi ch

Ed uc at io n S e r v i c e s .

an

alt er na ti ve

is the s t u d e n t / f a c u l t y ratio

were c al cu la te d using the

fa cul ty

the above

pro vides

me mbe rs and

given source,

The se

facul ty member and a v er ag ed

ranged
26.

ful1-time

the

figures
equated

M i c h i g a n Higher

from 21 to 32 st ud e n t s
The

per

institutions are ranked

a c c o rd in g to the s t u d e n t / f a c u l t y ratio.

87

P er c en t a g e

of the F a c u l t y Tenur ed

The extent
factor

in d e t e r m i n i n g

col le c t i v e
in

for this

figure.

These ranged

The

72%

might

are

ranked

a

in

the

contract

c o ll eg e
was asked

60%

full-time

f ac ul ty m e mbe rs

the

to a high

fa c u l t y were

a c c o r d i n g to

the

who are t e n u r e d .

here

the a d m i n i s t r a t i o n

To measu re
and

facul ty has

numbe rs

of

I n s ti tu ti on s are
membe rs

involved
g iv en

institution.
from that

Five c a t e g o r i e s

of t h i s .

were as ke d

had oc curred

init ia ll y and
to

the

f o r m e r , in te rv i e w e e s

the colle ge

ranked a c c o r d i n g

of no layoff

the

m e mb er s

were relat ed

between

inst itut i o n 's financial

been u n i o n i z e d .

f a cu lt y

power

wh ich

layof f/reduct ion exper ience

or re d u c t i o n e x p e r i e n c e s

since the

of

in s t i t u t i o n

of poss ible m e a s u r e s

extent of

and e nr ol lm en t c h a n g e s .

layoff

the

is the

There are a number
are t w o :

of

distribution

and a d m i n i s t r a t i o n

soundness.

causes

the

from a low of

the c h a ra ct er istics

influence

facul ty

and

m ay be

or R e d u c t i o n E x p e r i e n c e
A mo ng

from

interviews,

of the

institutions

per ce n t a g e of their

Used

Dur in g

Typically

tenured.

is te nur ed

the amou nt of power se c u r e d

cha rg e of a d m i n i s t e r i n g

82%.

Layoff

a fa cu lt y

bargaining.

official

of

to w h i ch

for the

to the

were

am ou n t

extent

financial

of

sought.
faculty

to w h i c h

pr ob l e m s

of exper ience em e r g ed

or r e du ct ion

f ac ul ty

Causes, consequences

involved

the

what

e x p e ri en ce

of

the
the

ra ngi ng

at all

to

88
that of
more

layoff or

non-reappointment notification

fa c u l t y m e m be r s on the basis

of financial

of

19 or

problems.

Enrollment
Anoth er
with

financial

en r o l l m e n t

annual

from

rates

per iod

of

annu al

rate

each

s o u ndn es s

the

Michigan

Higher

for

of

associated

is

ch a n g e

Educat ion S e r v i c e s ,

inst itut i o n .

this per io d was

and

the

of 1.4% de c l i n e

rate.

per

increase per year and a v e r a g e d

The

for the
av era ge

then c a l c u l a t e d

i n s ti tu ti ons

annual

in

fu ll-time e qu ate d

change were c a lc ul a t e d
each

this averag e

from an a v e ra ge
7.7%

figures

Ins ti tu tio n

a c c o r d i n g to

inst it uti ons

Using

for

of cha ng e

insti tu ti on s

the

of e n r o l l m e n t
19 71-1983

of

of

of students.

enrollment

for

characteristic

were

ranked

These rates

year to an
an annual

vary

av e r a g e
rate

of

of 1.4%

increase .

Characteristics
Va rio us

of Union

ch ar a c t e r i s t i c s

influence succes s
statu s

of

agent,

in bargaining.
number

o r g an iz ed and the number
strike.

These mea su re s

affil iat e,
militancy.

exte nt

of the un io n o r g a n i z a t i o n

of

of

years

of days
should

Three

the

are ex a m i n e d

here:

f ac ul ty has

been

the

f a cul ty has been out on

c a ptu re the

ex pe ri e n c e

ma y

with

influence

of the

bargaining

and

89
Statu re
affiliated

of a g e n t .

with

either

University Professors
Association

which

Association

The

institutions ex am i n e d
the

American

(A.A.U.P.)

is

part

( M . E . A . ).

The

Association

or the

of

Na tional

the

of

col le ct iv e b a r g a i n i n g

on

prior

to the adve nt

campuses.

It

an aff i1 iate e x c l u s i v e l y

co ll eg es and u n i v e r s i t i e s .
purpose of
the

c ol le c t i v e

M.E.A.

are

although many

The M.E.A.

bargaining.

grade

and

some

organ ize d t hr ou g h the M.E.A.
A.A.U.P.

a s ta tu re

tradition,
are

is greater

ass igned

to

difference:
af fi liates,
with

one

M.E.A.

with the
Valley

affiliates.

Five

the state co ll eg es

to

status;

this

A.A.U.P.

Northern

W e ste rn M i c h i g a n
Those

a f f i 1 iated

Mi ch i g a n Univers ity,
State

College,

is

the

lower

the three

I n s ti tu ti ons

University,

There
as

of me mb er s and

inst itut ions are a f f i1 iated

Ferr is

College.

of

lower

are

give the

acco rd ing

University,

Central

the M.E.A.
All

ranks

State U n i v e r s i t y .

College,

State

categorizing

two

O a kl an d

M .E .A . a r e :

colleges

M .E .A .

Eastern Michigan

and Wayne

State

Super ior

of

of

teachers,

These c h a r a c t e r i s t i c s

affiliates,

Univers it y,

University

four-year

of

for the

me mbe rs

school

in terms of status

higher s t a t u s .

faculties

of the

high

than that of the

the A . A . U . P . :

Mi ch i g a n

type,

wh ich,

for

was c re at ed

Most

school and

tw o-year

Education

association

p r of es so rs

is

of

Education

Michigan

A . A . U . P . was an
of

here are

some

institutes

are M.E.A.

and

valid at ion

status
of

S a gi na w

of the

Lake
for
two

lowest stature

affiliates.

The only

90
i ns ti tut ion of
university,

the h i gh est

is an A.A.U.P.

The

number

characteristics

of

f ac ult y has

collective

bargaining.

found

was

of

av er ag e

r es ea rc h

organized.

A

second

af fi li at e.

years

been

or ga ni ze d

Th es e

Agents

length

pu rp os es

of
to

is the

for

figures are

init ia te d

years so

ac c o r d i n g

major

of

var ie s

organization

comparisons
the

length

the
of

Higher

to the

Th es e data

10

the

Education.

to 14, with

years.

insti tu ti on s

time

up

of F a c u l t y Co nt ra ct s

from 6

of

of

based on the data

in Inst i tut ions of

defined

length of

the pu rpo se

(D e c e m b e r , 1983 ).

in Joel D o u g l a s ' D i r e c t o r y

and B ar ga i ni ng
Number

a

f a c u l t y e l e c t e d to be so or g a n iz ed

date this s t u d y
were

type,

of the uni on s e x a m i n e d here

time each

upon w h i c h the

st at ur e

For
are

faculties

an
the

ran ke d

have

been

organized.

Number

of

days

out

c h a r a c t e r i s t i c of union
w hic h

is m e as ur ed

been

out

on

b ar ga in in g

on each

December
s tu dy of

1983

from
cam pu s

f igures were secure d

strike.

of days
the

the

beginning

th ro u g h

Professions.

The

ins titutions

to

number
a high

in Higher

of

days

of

48

varied
days

is militancy,

of

vol.

out.

has

c o ll ec t ive

D e c e m b e r , 1983.

from the N e w s l e t t e r .

Bargaining

third

facult y un io n

of Ba ru sc h C o l l e g e 's Nat io na l

Co lle cti ve

The

o r g a n i z a t i o n exa mi ne d

as number

strike

on

11,

These
No.

Center

5,

for the

Ed u c a t i o n and
from none at
Among the

the
four
five

91
inst itutions
average

is

a c c or d i n g

which have
15

days

had some days

out.

to the number

The

of days

out on

strike,

institutions

are

the

ranked

out on strike.

H y p o t h e s e s and Tests

of Hy potheses

Tests of H y p ot he s es
Three
three

different

types

of

s t a ti st ic used
two rank

questions
to as se s s

order ed

coe ff icient.

de t e r m i n e

va r i ab le s

or not

letter

used to

is u s e d .

bargaining.

test each

the

study.

The

of as s oc ia ti on be twe en
c o rr el at io n

of a s s o c i at io n

faculties

indicated

this

of more

is under consider at io n,

f o l lo wi ng the s t a t e m e n t

to s t a t i s t i c s as

to answer

S pe ar ma n' s rank

the ex t e n t

time under c o l le c t i v e
st a t i s t i c

is

used

in

the exte nt

of c o n c o r d a n c e

wheth er

are

rai se d

va r i ab l e s

Where

two rank o rd er ed
c o e ff i c i e nt

statistics

St udent's

than

Kend al l's

t is used to

tend to gain power

over

In the next se c t i o n

, the

h yp ot he si s

is

indicated by

of hy pothes i s .

Lette rs

a

refer

below.

(S ) = S p e a r m a n 's rank c o r r e l a t i o n c o e f fi ci en t
(W)

= Ke n d a l l ' s c o e f f i c i e n t

(T)

= Stu de nt 's

of con cor dan ce

t

Hypoth es es
Re la te d to c h a n g e .
whether

or

bargaining,
tested.

not
the

fa culties

In a n s w e r i n g the
gain

power

first question,
under

f ol low ing s p e c i f i c re se ar ch

c ol le ct iv e

h yp oth es is was

92

Faculty
power

gains c o m p r i s e
changes.

combining
in

three

co ll e c t i ve

facul ty

(T)

more

than

Faculty

50%

gains

of the

are m e a s u r e d

types of co nt r a c t changes:

fa c u l t y power,

member's

rights,

increases
and

total
by

increases

in individual

d e cr ea ses

in

the

power

than

a u t h o r i t y a l l o w e d the ad mi n i s t r a t i o n .

To
others,
co ns i d e r e d
greater
following

learn w h y

some

a

of

number
which

power.

fa culties
in st itu ti ona l

are h y p o t h e s i z e d
I examined

the

factors with overall

each of the three types

gain more

to

characteristics
be a s s o c i a t e d

are
with

r e l a t i o n s h i p of each of the
f a cul ty gains as well as with

of f a c u l t y gains

using the

following

form of hypothesis.

Gain in

f a c u l t y power

va riable

X.

Facto rs which

is

are pr op o s e d to

faculty power are

the

be as so c i a t e d with

with

gains

in

following:

(1)

high sta tu s type of

(2)

hiqh

pe rc e nt a g e

Ph.D.

degree,

(3)

associated positively

of

institution,
facul ty membe rs

high s t u d e n t / f a c u l t y ratio,

with

the

93
(4)

large size

(5)

ab s e nc e

(6)

hig h e n r ol l m e n t growth,

(7)

low p e r c e nt a g e

(8)

high sta tu s agent,

(9)

or g a n i z ed

(10)

more days spent out on strike,

(11)

high c u rr en t

C o m p a r i s o n of
two

questions

professional
curre nt
power

from layoff or r e du ct ion ex pe ri en ce

s ta tu re

contractual

of fa cul ty member s tenured,

for col le ct iv e bar ga in in g

of

in

this s tu dy

the

facul ty exp lains

(2)

in e v a l u a t i o n

(3)

in tenure decisions,

(4)

in layoff and

(5)

in e d u c a ti on al decisions,

(6)

in a g e n c y shop provisions.

of

the

used

is

var ia ti on s

faculty.

is me as u r e d
the

the

not
in

C u rr en t

university,

each of

i.e.
or

the six

in two

p e r c e n t ag e

faculty.

is the stature

facul ty works,

state

r e l a t i o n s h i p betwe en

facul ty

a mo ng

alternative measure considered

The

or

recall,

membe rs

regional

whether

of

f a cu lt y members

m ea su re

in s t i t u t i o n for wh ic h the

sec on d

head,

statu re of

primary

The

in six di f f e r e n t areas:

over d e p a r t m e n t

institution,

is

power e n jo ye d by the

(1)

doctorate-holding

and

f a cu lt y p o w e r .

is m e a s u r e d s e p a r a t e l y

The

longer,

facul ty p o w e r .

c u rr en t

ex am i n e d

The p r o f e s s i o n a l
ways.

of faculty,

of the
major

of
The

type of
r e s e a r ch

state college.
areas

of power

94
listed a bov e and pr of es si on al
of the two

F a c u l t y power

is d i r e c t l y a s s o c i a t e d with the

p r o p o r t i o n of

f a cu lt y m e mb er s who have the Ph.D.

F a c u l t y power
of type of

In

institution.

ad dition,

r e c a l 1" are

over the

m e a s u r es

department

to

see

if

which make

head" and

there

is used

el em e n t s wh ic h

up

"layoff

is c o n c o r d a n ce

of each of these co mp os it e measures.

foll ow in g h y p ot he s i s

The

with the statur e

(S)

the co m p o s i t e

ex am i n ed

am on g the el em e n t s

or

(S)

is d i r e c t l y as so ci a t e d

" e v a l u a t i o n ” , "power

power

is a s se ss ed using one

f o l lo win g types of hypotheses.

c o m p a t a b l e degree.

and

statur e

The

in these tests.

make up

the

measu re

of

f a cu lt y

in this area are concordant.

Wh e t h e r
an a d e q u a t e
further

or not p r o f e s s i o n a l
explanation

e x a m i n e d by

for v a r i a t i o n s
are d i s c u s s e d

for va ri a t i o n s

co n s i de ri ng

in facul ty
in Chapt er

stature

power.
I, are

fa cu lt y is

f ac ul ty power

is

a l te rn at iv e e x a p l a n a t i o n s
These a l t e r na ti ve s,

which

listed below.

(1)

high s t u d e n t / f a c u l t y ratio,

(2)

absen ce

from layoff

in

of the

or re d u c ti on experience,

95

The

(3)

large size

of

faculty,

(4)

high e n r o l l m e n t growth,

(5)

low p e r c e n t a g e of

(6)

high sta tus agent,

fa cul ty m em ber s

(7)

organized

for c o l l e c t i v e

(8)

more days

spent out on strike.

relationship

e x p l a n a t io n s and

be t w e e n

b ar ga in in g

each

f ac ul t y power

tenured,

of

longer,

these

and

a l t er na ti ve

is test ed using the

fol lowing

form of hypotheses.

High

fa c u l t y

var i a b le

X.

Measuring
decisions

faculty

less

the

co n t r a c ts

co n t r a c t s

did

facult y
contract.
be

alternative

not

did

the rules

senat es

pr es enc e

e x p e c t e d to v a r y as do

To test this poss ibi li ty,

out

necessarily

of the

they

senate,

of an

the

in the
provide

and some

at all.

For

were re ga rd ed as a source
as an a l t er na ti ve

the
of

to the

independent senate would

other me as u r e s
the

on some

in that

not spell ed

senate

power which might be used
As such,

poli cy

of senat es

the c o n tr ac ts

not

m e n t i o n the

study,

ed u c a t i o na l

senates existed,

op e r a t i o n were

for e n f o r c i n g

of this

Where

in de pendent of

pro ce d u r e s

purpose

in

by the pr esence

on others.

bylaws g o v e r n i n g their
contracts,

a s s o c i a t e d wi t h

power

was c o m p l i c a t e d

more or

is

(S)

ca mp us es but not
were

power

of

facul ty power.

in de pe nd en t senate was

treated

96
as

any other

betwe en

the

area

of

f a cul ty

pre sen ce

pr of es s i o na l s ta tu re
the r e l a t i o n s h i p s

of

power were

al s o tested.

The

relationship

independent

sen at e

fa cul ty was tested.

b e tw ee n the

the eight

types

an

of the

senate and

power.

presen ce

Similarly,

of an

ind epe nde nt

alternative explanations
These

tests

used

and

for

the

faculty
fo l l o wi ng

of hypotheses.

The

ex i s t e n c e

and

inde pe nd en ce

of

a

se n at e

is

directly
a s s o c i a t e d with high p r o f e s s i o n a l

An

in de pe nd en t

senate

is

a l t e r n a t i v e v a r i a b l e X.

The extent

to which

with f a cu lt y power
of the
also

The

which

form of

positively associated

with

(S)

f a cu lt y power

facul ty power,
make

faculty power were ex am i n e d
case.

(S)

in one

area

varies

in another area was also examined.

six areas of
el em en ts

stature.

up the

indepen de nt
co m p o s i t e

tw o- b y - t w o

h y p o t h e s i s used

to see

Each

se n a t e and
measures

if this

of

is the

in these

tests

is

as

of

contract

is

follows.

Faculty

power

in

positively associated
area.

one

area

with

facul ty

the
power

in

anoth er

97

Among

the

in st it ut io nal

factors

possible a l t e r n a t i v e e x p l a n a t i o n s
power,

a

number are

w hi ch

for va ri a t i o n s

e xp ec te d

to be

me as u r e s

of

provide
in f a cu lt y

associated

with

one

another.
(1 )

(2 )

The

two

pro fes si on al

p e r ce nt a ge

of

institution,

sho ul d be p o s i t i v e l y associated.

The
a

P h . D . 's

three union
stro ng

variables,

union,

together.

and

stature,

mi gh t

These

are

be

s t at ur e

of

type

p os si bl y m ea su re s
exp ect ed

statu re

of

length of or g a n i z a t i o n and number

to

of

va ry

affiliate,

of days out on

strike.
(3)

To

the

exten t

facul ty

that

me mbe rs

are

po sit iv e a s s o c i a t i o n
e nr ol l m e n t

gr o w t h

layoff and

re d u c t i o n

of

e n r o l l m e n t- de ri ve d,

a

would
and

be exp ect ed

a b sen ce

of

betwee n

layoff and

r e d u c t io n experience.
(4)

If t e n u ri n g- i n
and does,
more

is more

in fact,

than a p h a n t o m

compel

in st itutions

fa cul ty than a c t u a l l y needed,

with a large p r o p o r t i o n of their
would

have

ins titutions
faculty
ratios.

low
with

tenure d

have

in st itutions

ratios,

low p r o p or ti on
larger

to re t a i n

f a cul ty tenured

student/faculty
a

of fear

of

and
their

student/faculty

98
(5)

C er t a i n c o n d i t i o n s mig ht be ex p e c t e d to foster a
str ong union,
ratio

and

tenured.

a

am on g these a high s t u d e n t / f a c u l t y
low

High

p e rce nt age

or ga nization.

faculty

wh ic h

might

financial

low or

ex t e ns iv e

also

with a st r on g union
have

those a s s o c i a t e d

and

institutions;
more

F a ct or s

ef f ec t are

insecurity

the

p r o f e s s i o n a l statur e w ou ld

be e x p e c te d to be a s so c i a t e d

opp os it e

of

pr ob le ms

no e n r o l l m e n t

exp er ie nc e

with

the
job
of

gr o wt h and

with

layoff

or

reduction.
These

v ar io us

throu gh h y p o t h e s e s

predicted

of the

as so ci at io ns

are

foll ow in g structure.

Ins t i t u t i on al

characteristic

a s s o c i a t e d with

instit ut io na l c h a r a c t e r i s t i c

Wh er e a number

of factors are

d i r e c t l y or
extent

in di r e c t l y

of a s s o c i a t i o n

ex am in ed

using the

There

with

X

found

f a cu lt y power

a mo ng

the cluster

is

positively
Y.

(S)

to be a s s o c i a t e d
in an area,
of v a ri ab les

the
is

foll ow in g hypothesis.

is co n c o r d a n c e a mo ng

surrounding

tested

facul ty power

the cluster

in this area.

of vari ab les
(W)

99
To
faculties

learn

if

high

is the c o n s e q u e n c e

s ucc ess ive c o n t r a c t s
original

contract,

facult y power
each type

fa cul ty

rather

en jo y e d

of gains made over
than high power

I e xa mi ne d

by

some

time t h rou gh

secured

in the

the r e l a t i o n s h i p be tw e e n high

in each area and

of gain.

power

fa cu lt y gains,

The

fo ll owi ng

is

associated

o v era ll and

form of hy po t h e s i s

in
was

used.

Faculty
power.

power

with

fa cu l t y gain

in

(S)

L o c a t i o n of

findings.

The resul ts

these hy po t h e s e s and the c o n c l u s i o n s
foll owi ng two c h ap te rs

d r a w n are

on findings.

d e s cr ib es cha ng e and an a l y z e s

The

ch ang es

Fi ndi ngs

II,

c om pa re s

fa c u l t y power

ana ly ze s

the

factors a s s o c i a t e d

of

first,

in power.

the tests
gi ve n

in the

Fin di ng s
The

of

I,

second,

in cu rr en t c o n t r a c t s and

with high

fa cul ty power.

Chapter 3

F I N D I N G S I:
C H A N G E S IN FA CU LT Y POWER
UNDER COLLECTIVE BARGAINING

I n tr od uct ion
The

first qu e s t i o n to be as ke d

faculties

of the

e xa mi ne d

in this

collective

at

is ch ang es

cam pu s since

incr ea se d

Change s

in

co n t r a c t were

noted and

administrative

ch a n g e s

are

o t h er wi se
collective

first

inform an ts

described

about cha ng e
techn iqu e

by

What

occ urred

co nt ra ct and

on

each

of the

on

where

each

the current

campus

faculty

involved.

investigator and

the

on each campus.

these

are

The
of the

instructive

or

A brief h i s t o r y of the d e v e l o p m e n t

l en g t h y

meth od

is n e c e s s a r y becau se
w hi ch

is

In the a p p e n d i x are the nine case

b a r g a i n i n g on each camp us
rather

first
study.

up to chang es and the c o n s e q u e n c e s

no te worthy.

This

data of this

have

hi s t o r i e s d e s c r i b i n g the ch a n g e s made
l e ad in g

from the

these ch an ge s di s c u s s e d with

i nformants were recorded.

under

first contract.

Ch an ge s v a l i d a t e d by c o n c u r r e n c e

conflicts

their power

is not examined.

power w h ic h

be tw e e n the

or not the

and uni ver si ti es

in co n tr ac ts

bargaining

n e g o t i a t i o n of the

Ch ang es

and

have

co n t r a c t are the basic

befor e c o l l e c t i v e

issue

M i ch ig an col le ge s

study

bargaini ng.

to the cu rr en t
Power

nine

is wheth er

this

type

100

of

is also given.
of

there
of

re p o r ti ng

the

data

is not e s t a bl is he d
datum

is

typically

101
catego ri ze d.
for the

In the

categories

am shari ng

these c h an ge s

c h an ge s

Typically

co n v e n t i o n a l d e f i n i t i o n
c h ang es

the d e t a i l e d

is and how it

history,
c o nt r ac t

is

comes

po li ci es

(or

a

I am re f e r r i n g when

I a n aly ze

introduction,

in

are

the

next.

p e r so nn el

ac ti on s as

a s s i g n i n g work,
c o n t r a c t area

discussion

policies)

follow and

comes

include
granting

discussed

first.

of

next.

Working

p ro ce du re s
leaves,

in each

and

case

for such
so

to pr oc e d u r e s

I have

and some w o r k i n g co nd i t i o n s

forth.

history

on d e p a r t m e n t

p e r so nn el c h an ge s

by

rather

than

follow

con tr ac t so that c o m p a r i s o n s of
For

the reader who

particu la r
context

campus

wi th in

w h ic h some
are decided.

idi os yn cr ac ie s

reader

contrac t

on all

of

each

inst it uti on s are easier.

is i nt er es te d

or the

wh ich

the

is

se c t i o n

re ta i n e d a u n i f o r m s y s t e m of r e p or ti ng c h an ge s

cam pu se s

this

employment

Some ti me s a se parate

refers

These

rights,

that of g r i e v a n c e procedures.
policies

order.

unit and type of shop.

management

Usually

reports

following

di s c u s s e d

clause about

often

last

case

po ssible

area

conditions

The

in the

is it

after the

a s s o c i a t i o n rights

typically

I

in power.

by

there

here,

i n f o rm at io n about

in this way

include the d e f i n i t i o n of b a r g a i n i n g
Where

me as u r ed

is c a t e g o r i ze d

Only

to k n o w to what

Each case
the

reader

in the appendix.

for the reader

of a

of c o n t r a c t u a l

with the

what each change
hist or ie s

absen ce

in

the eve nt s

who wants
changes

to

occur,

on

a

learn the
the

case

102
hi s to ri es
chapt er

in the a p p e n d i x are

are

the o v e r a l l

rates

Questions
Does

a faculty

Is f a c u l t y ga i n
than

in

explanations
powe r?
of

the

may account

the
for

the major
The

in further

det ai l

c on tr ac ts .

in the c o n t r a c t s

This

finding

is

of

What

in f a cu lt y gains

the process

discussed

bel ow

and

follows.

of ne g o t i a t i n g

of the changes made
facul ty gains

in the

secti on

in

in this part

su mm ar iz ed

e x a m i n e d were

with

al t e r n a t i v e

in the sections w hi ch
in

change

associated

qu e s t i o n s a d d r e s s e d
are

co ntr act s?

and areas

gain

More than half

power

s u c c es si ve

variations

F a c u l t i e s do ga i n power
su cc e s s i v e

in

faculty?

answers

in this

to Change

f a cu l t y

of

R e p o rt ed

in fa cul ty power.

in some types

Is

stature

study.

explained

with Re ga r d

gr e a t e r

These are

of cha ng e

gain power

o t h er s ?

professional

instructive.

in

in power.

below

titled

" O v e r a l 1 F a c u l t y Gain".
The
the

rate of

different

institutions.
pr of e s s i o n a l
structural
rates

of

c o n t r a c t areas
This

s t at ur e

var ies

and

variation

cons iderably among

also
is

not

varies a m o n g
a s so ci a t e d

nor with e n ro l l m e n t declines.

the
with

On l y two

c h a r a c t e r i s t i c s were a s s o c i a t e d with v a r i a t i o n
f a c u l t y g ai ns

fa cu lt y m e mb er s
collective

f a c u l t y gains

in p o w e r .

t e n ur e d and

bargain in g.

These

number

These were p er ce nt ag e
of years

findings are

o r ga ni zed

in
of
for

d i s c u s s e d below

103
under

the he adi ng

"Fa cu lt y and

Institutional C h a r a c t e r i s t i c s

A s s o c i a t e d with F a c u l t y Gain".

Overal l F a c u l t y Gain
Th r o u g h
su c c e s s i v e

the

process

co ntracts,

e x am in e d here gai ned
were

with

pr ovi s io ns

those of

ch ang es

the

fa cu lt y

it.

gains.

in st itu tio n ranges
the

percentage

Wayne

the nine

percen t of change s

institution

the original

contract

are co mp ar ed

curren t con tra ct

at each

institution,

increase

fa cu lt y power

On the

often

average,

The pe rc en ta ge
from a
T

low of
test,

68%

of the

of gains
48% to
the

in f a cul ty power

.01 level

are gi ven

which

of

at
a

a ny spe ci fi c
high of

hypoth es is
is great er

9 5%

Cent ra l M i c h i g a n U n i v e r s i t y

63

S a g i na w V a l l e y State College

78

Fer ri s State

78

College

E as t e rn M i c hi ga n U n i v e r s i t y

65

Northern Michigan University

61

Oa kla nd

59

University

W es te rn M ic h i g a n U n i v e r s i t y

48

Lake

48

State Colleg e

below.

chang es are

of probability.

State U n i v e r s i t y

Superior

insti tut ion s

each

increase

is a c c e p t e d at the

at

bargaining

at

S t u den t' s
of

collectively

The

in d e c i s i o n - m a k i n g more

than reduce

Using

faculties
power.

fa cul ty ga ins

When the

of

that
than

95%.
the
50%

104
On

the

con clude

basis

that the

greater

rather

power:

may
in

co ll e c t i v e

of

greater

committee.

co ntr ol

center

or

freedom.

over

or an
se rvi ng

faculty
facul ty
Gains

changes
m e mb er s

increase
on

a

of

as
in

in the

coll egi al

f a cul ty me mb er' s

rights

to exerci se

as pr ov is io ns

a ll ow in g a

to re fuse an ass ignment at a d istant regional

Finally,

limiting the

such

a fa cul ty member

w o r k , such

types

The

departmental

me mbe rs

toward

three areas.

include

head

might

faculty.

authority.

Incr ea sed

pr ovi si o ns

ad mi ni s t r at iv e

is

individual

of these

the

ch an ge s al l o w i n g

faculty member

layoff

fa cul ty

we

three d i f f e r e n t
power,

power
of

change

for un i o n i z e d

an y of

the d e p ar t m e n t
of

include a n y

of

in a n y

f ac ul ty

selec tio n

cu rr i c u l u m

direction

or a d m i n i s t r a t i v e

involvem ent

p rop ort ion

experience,

facul ty

increased

how

in

gain or lose power
col le ct iv e

Michigan

less power

occur

m e m b e r ’s rights,

the

general

than

Change m a y

of

descr ibing

a facul ty

may

author ity t hr oug h
cond it ions under

fa cul ty me mbe rs

and

gain power

will

ac ad e m i c

by 1 imiting

provis i ons such

as those

which an a d m i n i s t r a t ion

or ad di tio ns

the a d m i n i s t r a t i o n

aff irming

of pro vi si on s

ev al u a t e

may

speci fying

a faculty

m e m b e r 's

types

changes

performance.
At
occurred
changes

nine

institutions

a bou t e q u a l l y
were

of

three

frequently.

c ol le ct ive

a d m i ni st ra ti ve a u t h o r i t y

these

and

Overall,

f a cul ty power,
30% were

of

of

38% of
32%

individual

were

the
of

faculty

105
m em be r' s

rights.

this pattern.

Ch ang es

However,

at most

at three

of the overall c han ge s were
In all

three types

in

all types.

chang es were
were f a c u l t y
gains.
type of
power

in one of the three

In co ll e c t i v e

gains;

facul ty

but gains were

fa cul ty gains;

re fl ec te d

ins titutions more than half

of change

more often th a n de creased,

ins titutions

types.

power

incr ea sed

not e q u a l l y great

f a cul ty power,

74%

of the

in a d m i n i s t r a t i v e a ut ho ri ty ,

in individual rights,

75% were

f a cu l t y

T y p i c a l l y col le ge s wit h r e l a t i v e l y high gains
power also had
and

had,

f a cu lt y gains.

therefore,

a

in the

high

C o n c o r da n c e am on g

and total gai ns was
coefficient

high gains

found at the

other

overall

56%

in one

types

of

p e rc en t a g e

of

the three types

of gain

.01 level using the Kenda ll

of concordance.

Ch an ge s

in

power

vary not

d i s c u s s e d above,

but

chang es

The av era ge

occur.

also by

only

by

type

co nt ra ct areas
p er cen ta ge

each of the six con tr ac t areas

is given

of

of power,

in w h i c h

fa cul ty

in the table

gains

the
in

below.

106
Table 2.

Faculty Gains by Contract Areas

Avera ge P e r c e n t of
Total Ch an ge s in
This Area_____

Con tract Area
A ss o c i a t i o n rights
Man ag em en t

Average P e rc e n t of
F a c u l t y Gains
In Area

5.3%

rights

88%

1.1

20

E mp lo y m en t d ec isi on s

53.1

70

Wo rki ng c o n di t io ns

30.2

61

4.2

74

Ed uc at i on dec isi ons
(curricula, etc.)
Griev anc e

p ro ce du res

5.8

Totals

100%

As can be seen

in Table

2, most co nt rac t ch ang es are

em pl o y m e n t d e c i s i o n s and w o r k i n g
pr e d o m i n a t e
an

area

in

all areas ex ce p t

where

Inst it ut io ns

few

with

c h an ge s

re lat iv e

g e n e r a l l y had

high gains

and

conditions .

w or ki ng

r e l a t i o n s h ip
four areas.

b et we en

conditions.
that
of

high

overall

F a c u l t y gains

of m a n a g e m e n t rights,

any

kind

fa cul ty

in ar ea s of

in

are

gains

made.
overall

e m pl oy m e n t d e c i s i o n s

This

was

not

true

ga i n

and

gains

in

of
the

the
other

107
F a c u l t y and I n st it u t i o n a l C h ar a c t e r i s t i c s
A s s o c i a t e d with F a c u l t y Gain

Pro fes s i o na l
Can
stature

Stature

greate r
of a

prop ort io ns

gain

faculty?
of

next

power

than

is

facul ty

power

me as u r e d

as

Ph.D.

power

re la tiv e high

power

nor

As rep or te d

greater
when

f ac ul ty members

lack

of

in

the

curre nt
is

h o ld in g

the

con clude

stature

betwe en
that

the

secured greater

are m a i n t a i n i n g this

as

gradually

the

s ta tu re

relationship

we could

even

do

in st i t u t i o n s gain

with

profe ss ional

facult ies
gain

power

at

all

t h ro ug h

negotiat io ns.

further e x am in e

the

r e l a t i o n s h i p among p r ofe ss ional

in f ac ul ty p o w e r , and c u rre nt

fa cul ty p o w e r ; I

facult i e s '

and the ir

have

co mpared

power

in sever al

general areas

c u rr en t power

contract a r e a s .

the two are related,

in only two

of

or igi na l c o n t r a c t s and

suc ce s s i v e c o n t r a c t

gain

of

the

generally

with

contract a r e a s ,

and gain,

g r ea te r

professional

co mp ar ed p r o f e s s i o n a l

positively

Given

the

more,

elsew he re.

some

s t at ur e

institutions

six

types

the p r o p o r t i o n

their

relatively

stature,

prestigious

with higher

in

To

gain

in st it u t i o n s are

in

degree.

faculties

do

faculties

not

associated

pr o fe ss io na l

the

fa culties

c h a p t e r , when

stature

e x p l a i n e d by

No,

P h. D. 's

faculti es at the more
more

be

but ev id e n c e

of c u rr en t

is cu r r e n t

It

does not appear

is not conclusive.

power

gain

measured

power a s s o c i a t e d

in

that
Of the

in this study,

p o s i t i v e l y with gain

108
in

power.

and

high

High c u rr en t
f ac ult y

a s s o c i a t e d with
Four

other

fa c u l ty

power

high

areas

power

over d e p a r t m e n t

f ac ul ty gain

of

cu rr en t

a g e n c y shop and evaluat io n)
co nt r a c t

conclusions

that can be drawn.

power

(tenure,

areas.

The

power did

contracts,

but

contracts.
generally

power

had s ecu re d great er

to

to

in their

results

then those

power
power

limits

contracts.

who

on

origin al
although

contracts,

are

are also

C o l l ec ti ve

have a leveli ng effe ct

s u c c es si ve

faculty,

in s u c c es si ve
faculty,

over

f a c ul ti es

in their

low-power

high power

in s u c c e s s i ve

not appear

gain this

Fu rth ermore,

ca t c h i n g up

cur riculum,

power are not g e n e r a l l y ass oci ate d,

not

g a i n i n g power

both

contracts.

to gain

mixed

recall

are

in s u cc e s s i v e

as a pp ea rs to be the sa fe s t conclus io n,
with high

heads

are not r el at ed

r e sp ec ti ve

If gain and c u r r e nt

in layoff and

g a in in g

bargaining

the basis

not

does

of these

limited data.

Competing Explanations
V a r i a t io ns
factors other

in gain among

faculties m ay be e x p l a i n e d by

than the p r o f e ss io na l

Characteristics

of

the

status

insti tu ti on s

of the

which

b u r e a u c r a t ic co nc er ns and also c h a r a c t e r i s t i c
themsel ve s

are ex am i n e d be low to see

e x pl ai n the va r i a t i o n
ins titutions

studied.

in gain

of

faculty.

bear
the

upon
unions

if any of these m ig ht

in f a cu lt y

power a m o n g

the

Figure 1.

Years Organized and Percentage of Faculty Gains

12

-

11

-

i--------r

of

Years

Organ ize d

13 -

-

9

‘

Average

Number

10

40- 59%

60-79%

80-99%

P er ce n t a g e of Ch a n g es Whi ch
are F a cu l t y G ai ns

109

Union C h a r a c t e r i s t i c s
Le ng t h
collective
d e s c ri b ed

of

time the

bargaining

is

in F i g u r e 1.

associated

at

the

faculty

has

be e n o r g a n i z e d

a s s o c i a t e d w i t h ov era ll
T h e s e tw o v a r i a b l e s are

.022

level

of

gain, as
positively

significance using

S pe ar m a n' s rank c o r r e l a t i o n co ef fi ci en t.
The p e r c e n t a g e of f a c u l t y g a i n s at ea c h of the nine
in s ti tu ti ons

is s h o w n

in T ab le

3.

for

the

110

Table 3.

F a c u l t y Gains Years Organized

g^ccgniLJ5aJLn3-

N u m b e r o£ Ye ars
Unionized

Wayne S t a t e U n i v e r s i t y

95%

12

Central M i c h i g a n U n i v e r s i t y

63

14

Sagina w V a l l e y S t a t e C o l l e g e

78

12

Ferris

State College

78

11

Ea ste rn M i c h i g a n U n i v e r s i t y

65

10

Nor th er n M i c h i g a n U n l v e r s i t y

61

8

Oakland U n i v e r s i t y

59

13

We ste rn M i c h i g a n U n i v e r s i t y

48

8

Lake S u p e r i o r

48

6

Y ea rs

St at e

organized

power

and with

Ph.D.

in s o m e

professional
that

gain

above.

College

is

proportion

An e x p l a n a t i o n

fa c ul ti es

with

fitting

greater

co m p a r e d to
the Ph.D.
itself,
account

degree.

Either

both produced
for e a r l i e r

the

a nd

nor c a n we c o n c l u d e
as d i s c u s s e d

these

is th a t

p ow er

institutions with

gain

the

a re a s s o c i a t e d ,

proportion

e ar li er a n d s e c u r e d g r e a t e r

Ho we ve r,

associated

po we r

positively with

faculty membersholding

areas.

not

current

associated

of

contract

stature are
and

also

findings
of

in th ei r

fewer

P h . D . ’s

organized

original contract

faculty members

holding

job s e c u r i t y or g r e a t e r

by holding

the

the Ph.D.

organization and greater

de gr ee ,
current

status
could
power.

Ill
itself,
accoun t
In

a ny

both p ro du ce d
for e a rl ier
event,

su cc es si ve
they

m a y have

might c o nc lu d e

in

the Ph.D.

degree,

o r g a n i z a t i o n and greater

most

contract

by h o ld i n g

fa culties

have

n eg ot ia ti on s,
their

gained power

wh atever amou nt

ori gin al

that those

curre nt

contract.

or g a n iz ed

longer

both

This expla nat ion ,

p r of e s s i o n a l

Ph.D.'s)
findings

and

length

other u ni on

power

ex pl ain s

power
we

in some
power by

proportion

acc oun ts

nor

with ga i n

gain

in a n y of the
strike

(gains and
of

was the only

a s s o c i a t e d with

for

of
the

three

types

c o n t r a c t areas.

is a s s o c i a t e d
losses

agent and

were not a s s o c i a t e d

in a n y of the

with

together)

f a c u l t y power.

The

the

those

number

in

(gains and
(gains and
been

losses)
losses)
out on

made

and

fewer

than

at

strike

findings were s i g n i f i c a n t at

the

fewer

or

where
no

changes

in d i f f e r e n t
wh er e

f a cul ty

in a d m i n i s t r a t i v e

for

out

the

proportionately

co ll e c t i v e

insti tu tio ns

gain,

days

of

institutions

more

of

nor with

of

pr op o r t i o n

for more days

been

number

of power,

faculty has been out on str ik e
c h an ge s have

The two

with overall

w hi ch take place

At

asp ec t of

faculty gains.

c h a r a c t e r i s t i c s measured,

days out on strike,

have

of

have a c c u m u l a t e d

by

organization,

of y e a r s o r g a n i z e d

union o r g a n i z a t i o n

types

of

(measured

through

of this study.

The number

on

s ta tu re

which

power.

Theref or e,

the greate r ga i n and al s o have g r ea te r curre nt
co ntr act areas.

could

the

power

authority
faculties

days.

These

.05 level using S pe ar ma n' s

112
rank c o r r e l a t i o n coef fi ci en t.
co l l e g i a l

Possibly

issues re lat ed

a u t h o r i t y create more c o n f l i c t and

to

issues related

to a d m i n i s t r a t i v e a u t h o r i t y less conflict.

Gr ow t h

of the

Gro w t h
variables:
23

yea rs

dur i n g

the

gro wt h nor

In s t i t u t i o n
of

the

insti tu ti on s

is

a v e r a ge a n n u a l e n r o l l m e n t growth
and a b s e n c e
period

of

of

layoff

organiz at io n.

l a y o f f / r e d u c t i o n ex pe ri e n c e
to fa cu l ty

of power.

s e e m i n g l y r e ma rk ab le

This

might be e x p l a i n e d
First,

ex te ns iv e
of
has

the

status

less gr ow t h

them

these

is related

to overall

absence

types

in

of

sta tu s

s o m e w h at

from the

Perhaps

ins ti tu ti on

a whole.

relat ed to

e nr ol l m e n t

the

the stature

types of

in st itutions

p o t e n t i a l l y ne ga ti ve

en ro ll m e n t

grow th

growth, other

in

job s e cu ri ty

Al t h o u g h financial

than

more

on f a cu lt y power.

n ei th er

fa cul ty as

have

have had

nor

of finances at

types

of a s s o c i a t i o n

e n r o l l m e n t and

threat

other

three

institutions

d i r e c t l y me asures

of revenue

last

enrollment

layoff/reduction experience
the

the

e x p e r i e nc e

in a n y of the

the higher

eve nts

Secondly,

to

two

Neither

l a y o f f / r e d u c t i o n experie nc e.

fa cu l t y at

of

by

by three ci rc ums ta nc es .

higher

insulated

e ff ect s

gain

over

or redu ct io n

fa cul ty ga in nor

experienced

me asured

to the

is c l o s e l y

such as sources

those en ro ll m en t- re la te d,

ins ti tu ti on and prior

financial

risk

security

factors,

nor

faculty

ma na ge me nt
size,

may

113
all at t e nu at e
security.
program

the

r e l a t i o n s h i p be t w e e n

Similarly,
o f f eri ng s

institution;

or

financial
clear

are

may

hea lt h of the

association
of

closely

ass oc ia te d.

coefficient

a

them.

relationship

(.06)

was

to

is

su g g e s t e d

are

of

a

of work.

mea su re s

Enrollment

than

gr owi ng

rid

sh or tag e

the Sp ea r m a n

less

get

di r ec t

experience

Using

somewhat

other wis e

other than

in st it ut io n

layoff/reduction

an

used

are not

be t w e e n

absen ce

at

be

for reaso ns

two va r i ab le s

job

or re du ct io n m ay be made when

a l te re d

layoff

pa rt i c u l a r member
That these

a layoff

e n r o l l m e n t and

of

by lack
gr o w t h

the
of
and

not t he ms el ve s
rank c o rr e l a t i o n

significant

po sitive

found.

A third po ss ib le reas on that gains in f a cu lt y power are
not here

associated

with e n r o l l m e n t gr o w t h

of l a y o f f / r e d u c t i o n e x p e r i e n c e
the

latter

two

a f f e c t i n g the
sa la ri es
reduced,
members.

imply

can

may

adjusted,

use

the

be dealt

fa culty's co n t r a c t u a l

fi nancial
with

power.

in

These

other

eve nt s were
other
as

people

may

to

financial

refer

pr oblems

be

f a cul ty

in this study,

sources did o c c a s i o n a l l y

resp on se s

not

F a c u l t y members'

of par t- ti me

not m e a s u r e d

threat

ways

and e a r l y re t i r e m e nt s m ay be taken by more

informants and
or the

may

is that

or with absen ce

but

to one
of

an

lack

of

institution.
These three above c i r c u m s t a n c e s
r e l a t i o n s h i p b e t w e e n c h an ge s
de cl i n e s

or

may e x p l a i n the

in facul ty power and en ro l l m e n t

l a y o f f / r e d u c t i o n experience.

On the

basis

of

114
this study,
nor

it wo uld appear

layoff e xp er ie nc e

d e c is io n- ma ki ng .
power

does

when

appe ar

power)

at the nine

g r ow th

is

in

in
rank

si g n i f i c a n c e

of

Size

tenured at an

fa cul ty

was.

the original

finding s are

gains
of

in

gains
power

te nur e

c om bin ati on.
tenured

may

found

ac c o un t
a

in co llegial
Using

a

level

the percentage
the

lower

of

the

fo llowing

is e s pe c i a l l y
power and

of

to
of

of

faculty

Two co ns eq u e n c e s

for greater

a bs enc e

true

of

or
the

without

defer

two

using Sp earman's

this, s ep ar at el y

to

co ntracts

This

security

or

the pe rcentage

level

high percen ta ge

willingness

of faculty

.05

fa cul ty

for

to gains.

successive

This and

job

The pre sen ce

of

high en rol lme nt

decisions.

in b a r g a i n i n g

faculty's d e s i r e

administration's

In fact,

to be related

institution,

co ll ec ti ve

pr odu ce

increasing the

requests.

not

contract.

Hav ing

de c l i ni ng

(not change

power

in e m p l o y m e n t conditi on s.

m ay

of

co ef fic ien t

coef fi ci en t.

in

cont ra cts

recall

s i g n i f i c a n t at the

rank c o r r e l a t i o n

co n t r a c t u a l

or reductions.

f a cu lt y

The higher

gains made

result

in

found.

of fa cu lt y was

me mb er s

f ac ult y

and

.029 was

however,

after

with lower

involvement

faculty's

is compared,

correlation

Tenure,

of

of layoff

the cu rre nt

layoff

Spe ar ma n' s

the

typical

ins ti tu ti on s

associated

invo lve men t

in

a

nor to threat

facult y power

neither e nr oll me nt de cl i n es

need redu ce a faculty's

Reduction

not

en ro l l m e n t s

that

in
faculty

necessarily

power and/or
the
tenure

the

faculty's
does not

115
influence the

faculty's

professional

stature.

possible that the a d m i n i s t r a t i o n at a
institu ti on

m a y fear

limited

by

un w i l l i n g

to reduce

sharin g

tenure

power,

decisions.
tenured,

that

its

its latitude

especially

and,

authority

to supe rv is e
and

rea rr an ge

in st ructional

the

in its

a l r e a d y too

therefore,

in

the

area

of

of the

maybe

e mp lo ym en t

in

man y of

a u t h o r i t y to reduce
workforce,

by

faculty are not

m a y be more secure

f a cu lt y m e m b e r s ,

probationary,

is

of a u t h o r i t y an y further

Where a high pe rc e n t a g e

the a d m i n i s t r a t i o n

is also

re la ti v e l y te nur ed- in

fl ex ibi lit y

obligations

It

both

its

whom are

or otherwise

m a n y of whom need not

be reappointed.
That
greater

high s t u d e n t - f a c u i t y
gain

discounted.
high

is

facul ty power

regard to change

level

p o s s i b i l i t y that

in c u rr en t
(See

in power

facul ty gains

of si gn if i c a n c e

is

rank

high

associated

co ll ec ti ve
rights.
the

is

be

in

with

ent ir el y

some areas

Fi ndings

findings

high

in

II).

student-facuity

somewhat

Spear ma n' s

with
and
rank

With

ratio

be lo w the
A level

high

individual

of

the one

and

es ta bl is he d
.08 was

found

However,

facul ty
faculty

correlation

p r e ce di ng two c o m p a r i s o n s and

of

are so me wh at mixed.

c o r r e l a t i o n coefficient.

facul ty power
Using

the

differe nc e.

using Spearman's
ratio

a ss oc ia te d

cannot

c o nt ra cts

discussion

r e l a t i o n s h i p b e tw ee n

overall

is

High s t u d e n t - f a c u i t y ratios are ass oc ia te d with

dec is io n- ma ki ng .

The

a

ratio

gains

in

member's

c o e f f ic ie nt

that

a

follows,

in
the

116
findings

are si gn if i ca nt

at the

f ac ul ty r at io

is also a ss oc i a t e d

the co nt r a c t

area

findings

sugge st

d i s c a r d the
(1)

(2)

"emp lo yme nt decisions".

that we

sense

can neither

pro blems and

part

of the

greater rights

for

nor

fa c u l t y ratio:

d i s c o n t e n t m e n t a ss oc ia te d
of

but

with a high

fear ful nes s

a d m i n i s t r a t i o n about gra nti ng

of

entirely

facul ty m e mbe rs

(3) an absen ce

in

These mixed

c o nf i r m
stude nt

of job s e c u r i t y

wo r k - l o a d and also pr odu ces
the

A high st ud ent -

with high fa c u l t y gains

p o s s i b i l i t y that a high

creates a

also

of

.05 level.

the

on

faculty

involvement.

S um mar y
The

findings of this st ud y

faculties

who are un io niz ed

n eg o t i a t i o n
ap pea rs

to do more

co lle ge and

and

than s i m p l y
C ol le c t i v e

university

gain power.

or ga niz ed

for

The

faculties

least w i t h i n
unions

have

the

interest

several

first dec ad e

of

of their members.

to provide

here

they

had

been

of this study

co ntracts d u r i n g which

their

It

a p pe ar s

that at

organization,

a n y t e n d e n c y to become

and have not ceased

informal

by which

the time

were si gn ificant.

not shown

the status quo

ex amined

the

b a rg ai ni ng

previously

fa culties with a tool

t y p i c a l l y 11 years at

power gains

C ol lec ti ve

formalize

that

f o l lo wi ng

b a rg ai n i n g a pp ear s

had t y p i c a l l y n e g o t i a t e d

their

to gain power

of the or iginal contract.

under sta ndi ngs .

may

tend

permit us to co nc l u d e

supportive

to pursue chang es

As d i s c u s s e d

these

in Chapt er

of

in the

1, given

117
the

limited

c e n t r a l i z a t i o n of these unions

of social di s t a n c e
expe ct

nor

betwe en

have we

pr e di ct ed by Hyman
It

shoul d be noted

oc cu rr ed

during

a

insti tu ti on s broug ht
A p p a r e n t l y o r g an iz ed
ad v e r s e

the

dri ft

and Dun lo p

toward

of financial

on by

conservatism

(1958).

that these gains

time

we w ou ld not

in facul ty power

crisis

for

industrial decline

faculties

can gain

public

in Michigan.

power

even

during

times.

Gains

in

professional
has

leaders and members,

found

(1975)

and the absen ce

fa c u l t y

stature,

been un i o ni ze d

fa c u l t y

tenured,

power

as expected.
and

the

the greater

lower
the

collective

bargaining.

The

associated

with

gain

facul ty

contract negotiations
in Figure

2.

are

not

as so ci a t e d

The

longer the

the

pro po rt io n of

gains

the

following the

power

faculty

faculty make

constellation
in

with

of

over

the
in

v a r ia bl es
s uc ce ss iv e

first co nt rac t are shown

118
Figure

2.

Facto rs As soc ia ted

with F a c u l t y Gains

greater
f a cu lty
gains \
low
pe rc en ta ge
of the facul ty
tenured

higher
p e r c en ta ge of
f a cu lt y
holdi ng
Ph.D.

uni on ize d
- longer

high.
student/faculty
ratio

V a r i ab le s c on nec ted by lines are a s so c i a t e d at the
.05 level
of
p r o b a b i l i t y using
S pe ar ma n' s
rank
c o r r e l a t i o n coefficient.

Overall,
am ong

faculties tend to

faculties

ba rg ai n i n g

longer

me mbe rs tenured.

which have
and which

gain power;

been or ganized
have

a

but gains

occur

for c o l l e c t i v e

lower p r o p o r t i o n

of

Chapter

FINDINGS:

4

PART

II

F AC U L T Y P O W E R IN S E L E C T C O N T R A C T AREAS,
P R O F E S S I O N A L S T A T U R E OF THE FACULTY,
AND OT HER I N S T I T U T I O N A L FACTO RS

Intr od uct ion
Does greater pr o f e s s i o n a l
secure great er
a l t er na ti ve
found

section,

centr al
Other

the

evi den ce

it ap pea rs
aspect s
to

the

that
of

facult y power
These
cu rre nt

in some

institutions.

in f a c u l t y power

p r e se nt ed

of

in

the

statu re

Can
be

p r o f e s s io na l
are

foll ow ing

those most

org anization.

associated

with

key areas.

1983)

are

based

c o n t ra ct s

on a
at

comparison
the

nine

Six ke y d e c i s i o n - m a k i n g areas

for this comparison.

to

is a s so c i a t e d

especially

characteristics

con cl us io ns

(December

the w o r k p l a c e ?

pr o f e s s i o n a l

type

a fa cu lt y

characteristics?

facult y power,

ideal

institut ion al

work and

for v a r i a t i o n s

institu tio nal

on

with some

over

ex pl a n a t i o n s

in other
Based

control

s t at ur e al lo w

These are:

(1)

d ep ar tm en t head s e l e c t i o n and review,

(2)

e va lu at io n of

(3)

tenure decisions,

(4)

layoff and recall decisio ns,

fa cul ty members,

119

were

of

the

Mic hi ga n
sel ected

120
(5)

e d u c a t i o n de c i s i o n s

(6)

a g e n c y shop.

(curriculum),

Three cr it e ri a

were used

which

to c o m pa re

facult y power

Areas

se le ct ed

co n tr ov er si al ,
profession.

are
and/ or

All

cam pus es

a g e n c y shop

and

of a

An

the

nine

to the

a re as

in

institutions.

decision-making

centra l

been at

sub je cts

The

head,

of

four

areas

are:

areas,

co nc ep t

various

times

controversy,

(2)
of

most

of

but

central

f ac ult y

and

a

to

on

probably

are most

se l e c t i o n and

evaluation

often

the

ideal

re vi e w

of the

members,

tenure

and e d u ca ti on a l de cisions.

a dd it i on al

senate,

(3)

have

profession

department
decisio ns,

key

at

layoff and recall de c i s i o n s

c on tro ver sia l.
type

in s e l ec ti ng these

All six of the areas se le cte d are key d e c i s i o n ­

mak in g areas.
d i f f er en t

(1)

and

because

var ia bl e

was added

ed uc ati ona l d e c i s io ns

here,

ind ep en de nt

on some c a m p u s es are

not handled th ro ug h c o n t r a c t u a l l y de sc ri be d procedures.
d ec is iv e a s s e s s m e n t can be made
non-enforceable

of

faculty power

st ruc tu r e s as senates

under

in this study,

No
such

but the

ex i s t e n c e

of a senate can be r e c o gn iz ed and the r e l a t i o n s h i p

betwee n

ha vi n g

a

senate

and

other

i ns ti tu ti on al

c h a r a c t e r i s t i c s can be examined.
The

major

professional
This

s tu dy

va r i a t i o n

in

p r o p o s i t i on

statu re
also

of the
ex plores

facul ty power

of

this

st ud y

facult y enh ances
a l t e r n a t iv e
by also

is

that

facult y

power.

e x p l a na ti on s

ex am ini ng

the

the

for

influence

121
of

the

two

other

institutional

sets

of

factors

characteristics

In stitutional c h a r a c t e r i s t i c s
influence range
the exe rcise
ratio,

of authori ty.
of

These

fa cu lt y

e n r o l l m e n t growth,

reduction.

As d i s c u s s e d

to
are:

lower

which
facult y

a low

and greater
is

experience

the greater

the a m o u n t

al te rn ati ve

here

in

stature
or

Professors),

and

are

the

All

pr ed ict ed to

time

a

in the six ar eas

in this part of the study.

will

lead

it

institution,

may

faculty.
provide

an
for

Examined

(Michigan E d u c a t i o n

the

of
f ac ul ty

and number

pos itive

that

growth,

professionalization

used as mea su re s

have

or

Finally,

to the

which

ba rg aining,

three are

of the

Association

of

layoff

f l e x i b i l it y

is union militancy.

American

for co ll ec t i v e

faculty power

to

of

enrollment

delegated

the a f f i l i a t e

length

or

or reduction.

factors

of

low

the size

of power

fa cu lt y power

A s so ci at io n

on strike.

of layoff

of

of

size

it is e x p e c t ed

Such c o n s t r a i n ts

explanation

is the

organized

set

tenured,

for a d m i n i s t r a t o r s

that the gr eat er

seco nd

variat ion s

power.

1,

in

student/faculty

e x pe ri en ce

s t u d e n t / f a c u l t y ratio,

predi cte d

The

limit option s

which may

to an a d m i n i s t r a t i o n

member s

in Chapt er

militancy.

those

include

and

f a cul ty power:

union

exa mi ne d are

institution,

co ndi ti on s

and

of op tio ns a v a i l a b l e

pr op or t i o n

upon

University
has
of days

been
out

of un ion str eng th
relationship

with

of d e c i s i o n - m a k i n g exa mined

122
In essence,
the exten t

the q u e s t io ns

to w hic h the

the var ia t i o n s
faculties

of power

at the nine

alte rna te

faculty power

under

the

se cti on s

power

alternative

ideal type

co ll ec t i v e

ins tit ut io ns

in each area

betwe en f a c ul ty

c o n s i d e r a t i o n here are

profession

explanations may account

In each of the

and

under

to

is

areas and

the m e a s u r e m e n t

explained,

are

discussed.

stature
In

the a s s o c i a t i o n s d i s c u s s e d

the v ar io us

of

the re la t i o n s h i p s

and pr of es s io na l

each power area are s u m m a r i z e d and the
the power

among

for this variation.

in the area

c o n c l u s i o n of this chapter,

ba rg a i n i n g

and the extent to which

follow,

va r i a b l e s

can expla in

r e l a t i on sh ip s

al t e r n a t i v e

the
under

between

va r i a bl es are

d iscussed.

F a c u l t y Power Over the De pa r t m e n t

Measure s

of Power Over

The nine
to

which

department
greatest,
app oi nt ed

the

i n st itu ti ons

or

the chair
a

and

members.

the

chair
chair

Where

time

re vi ew ed
f ac u lt y

on

have

layer

of the
the

the

the extent

influence

faculty

and

is part of the a d m i n i s t r a t i v e
is the bo t t o m

has

Where

a member

s p e ci fi c

re c o m m e n d a t i o n

faculty

head.
is

Head

v a r y c o n s i d e r a b l y in

departmental

chair

for

D e p a r t m en t

Head

over the

influence

bargaining

is

unit,

basis

of

faculty

e v al ua ted

by

faculty

least

hierarchy.

of management,

authority,

the

As such,

the

is exc lud ed

from

123
the b a r ga in i ng
to

serve

unit,

and

for however

is sel ect ed

long

the

by the a d m i n i s t r a t i o n

a d m i n i s t r a t i o n wishes

to

reta in the chair.
The nine

inst itu tio ns are

c l o s e l y each
models

a pp r o x i m a t e s

ranked here a c c o r d i n g to how

one or

the other

of these

two

in three areas:

(1)

membership

of d e p a r t m e n t chairs

in the b a r g a i n i n g

unit;
(2)

va ria t io ns
chair;

(3)

in fa cul ty power

to a p po i n t m e n t

of the

and

facult y

authority

to

review,

ev al ua te

and/or

re a pp oin t the d e p a r t m e n t chair.
Each of these cri te ri a are di s c u ss ed

Me m b e r s h i p

in the B a r g a i n i n g Unit

The d e p ar tm e nt
ba r g a i n i ng unit

essentially

(1)

wages,

of

and

(2)

removes

authority

hours,
by

the

other

membership
for the

the chair

or at

st r u c t u r e

the d e p a r t m e n t
faculty

in

chair

m e mb er s

from

least makes

the
of
as

in the

the ch ai n

of

problematic

the

in that chain.

members

de te rm i n ed

it d e fin es

peer

c h a i r ’s pos iti on

or h e a d ’s

consequences

a

a d m i ni st ra ti ve

As

c h a i r ’s

has two

the dep artment:

de pa rt m e nt

below.

of the

ba rg ai ni ng

unit,

terms and other co nd it io ns
the

ne go tia ti ng team.

con tra ct
Job

barg ain ed

s e c u r i t y depen ds

department

chairs'

of em pl o y m e n t are
by
upon

the

faculty

the co ntract

124
for those chai rs
event of a

who are b a r g a i n i n g unit

g rie van ce ,

the r e s o u rc es

the r e l a t i v e l y s p e e d y proce ss
Chairs

who

are

not

the

e mpl oym ent d e p e n d s
and other
superior
element

makes
upon the

wi t h

me mbe rs

upon whatever

each

fa vorable

fa vorable

are

not me mbe rs

of the b a r g a i n i n g

the

de pa rt m e n t

fa cu lt y m e mb er s

chair.

are

con tr ac t
Co n t i nu ed

e v a l u a t i o n of the dean

Loyalty

or to the a d m i n i s t r a t i o n
se c u r i n g a

unit

in that the c o n t i n u a t i o n and

high er a d m i n i s t r a t o r s .

in

the

the As so c i a t i o n and

bargaining

of their e m p l o y m e n t depe nd

administration

In

of a r b i t r a t i o n are available.

crea tur es of the a d m i n i s t r a t i o n
c ond iti ons

of

members.

to the

immediate

in genera 1 is an

important

evaluation.
unit,
in

that

s u p e r v i s o r y r e s p o n s i b i 1 ity and a u t h o r i t y

Where

chairs

chairs stand above
the chairs

have

to c ar ry out

those

duties.
Whether

the d e p a r t m e n t

the ba rg ai ni ng
which

unit

may g r e a t l y

selects and
influence

of the

chair' s

is or

issue,
other

chair.
position

in m a n y

are

the

the d e t e r m i n a t i o n

decisions,
More

such

important

upon the

bas ic

unit

in sti tut ion al decis i o n s .

and

it is w i t h i n

me mbe rs can c l a i m e x p e r t i s e

pa rt ic ip at io n

is not a member

of
of

as who
is

the

departmental

in shar ed d e c i s i o n - m a k i n g as a w h o l e .

house di sc ipl ine s,
faculty

the

departments

p a rt ic ip at io n

a key

influence

ev a l u a t e s

f a c u l t y 's role
The

is

chair

in d ec is io n - m a k i n g .

of

f ac ul ty

D e pa rt men ts

the ir d i s c i p l i n es
which

legitimizes

De cisions

that
their

about course

125
and

pr o g r a m

de pa rt m e n t
u su a l l y

c on te nt

level.

begin

Recommendations

over

st ru ct ur e

struc tur e

these

of

varies

hierarchy

often e f f e c t i v e l y

with d e p a r t m e n t a l

faculty power
the

are

and

authority

ad mi n i s t r a t i o n ,

the

the

the chair

is

a member

department approaches

the

s t r u c t u r e , in wh ic h power
The proces s
type di ffe rs

are u l t i m a t e l y made
author i t y .
influence

in

the me mbe rs has

rather

but must
than

ideal

the cour se

another,

increases

in the

in

type.

u n i t , the

de m o c r a t ic peer

the exe rci se

re la ti o n s h i p s

of de c i s i o n

them.

but

decis ion s
of

of d e c i s i o n - m a k i n g

With

decision

through

a mo ng

ex te nsi ve
mak i n g .

of

the

debate

None

the a g r e em en t
this use

the ir

of

of the

influence

mak ing m ay take

more

t ime

it pro vid es more

input

from

from

one

gives them

their

cl o s e l y

ideal

bargaining

the aut ho r ity to compel

members,

chair

type of the d e m o c r at ic peer

d e m o c r a t ic

and require more d i s cu ss i o n,
de pa rt m e nt al

more

in

is d i s t r i b u t e d more equally.

s t r uc tu re

author ity,

This

the

of the author itar ian type,

per su ad e

upon

A key elemen t

fa c u l t y me m b e r s and en co ur ag es

and d i s c u s s i o n

others

of the

of

the a u t h o r i t a r i a n

author itar ian

by super iors

The peer
fosters

de pa r t m e n t a l

of

the d e p a r t m e n t

of dec ision-mak ing

from that

part,

of the c h a i r . Whe n

h ie ra r c h ical

actions

The exte nt

the d e m o c r a t i c peer group.

re pre sen ts

the

depart men ts.

b et w e e n the ext re me s

is the role

When

review.

wi th i n

at

pe rs onn el

d e c i s i o n s depends, in

this var iation

a pp r o x i m a t e s

for

made

more

feedback

in te rd epe nde nce and,

of

course,

126
gives

them great er

po ssible

in

the

influence

over

the

final

a u t h o r i t a r i a n st ru ctu re

outcome

(Ewens

than

1984,

pp.

253-280).
With the
de ci si on s
in

a u t h o r i t a r i a n model,

lies above

the

office

adm ini str ato r.

the

f ac ult y

of the
The

the

in

d e p a rt me nt chair

role

of the

above.

At

decision-making

chair

perhaps,

the d e p a r tm en ta l

becom es

justif yin g

one of

these

or

level,

the

questioning

dy sf un c t i o n a l

l eg it im ac y

of

the

of

So l i c i t a t i o n

to

lead to

the

in forming and e x p l a i n i n g and,

decisions.

C o n t r o v e r s y and

secure

the process

is

department.

to

level

facult y to de ci si on s

of vi e w from the de pa rt me nt al
be

higher

is

va ryi ng points
like ly

final

the h i e r a r c h y of power,

wi ll in g c o o p e r a t i o n of the d e p a r t m en ta l
made

right to make

in

facult y member s
the a u t h o r i t a r i a n

conflict m ay surface

s o un dn ess

of

of de c i s io ns

the a d m i n i s t r a t i o n ' s

and may

or,

worse,

a u t h o r i t y to

make

such dec is i o n s .
Yet,

de sp it e

authoritarian
facul ty

dec ide

it

to secure

m ay

wise

involvement

to meet

ideas

to

give

their

with

m ay be

tap

makin g
facult y

fa cul ty

discussion

ad vi sab le
a

ex pe rt is e
a

e x p e ct at io ns

An

or

sense

involving

a re co mm e n d a t i o n

may
of

in order

The pr ob le m with d i s c u s s i o n

is one of

in

to secure

decision.

mem ber 's

pro fes si on al

their cooperation.

of p r o du ci ng

it

before

wish to

a u t h o r i t a r i a n de pa r t m e n t s
process

pro blems

depart men ts,

members'

a d mi ni st ra to r

these

facul ty

in

in the

withou t e n co u r a g i n g

127
them

to

expect
than

become c o m m it te d

to

that th e y have more
the a d m i n i s t r a t o r

changes

of

involving
ma y be

e ither

influence

r e c o m m e n d a ti on
over

is w i l l i n g to

of

these

f a c u l ty m em b e r s

or

to

the

final d ec is io n

grant.

To red uc e the

consequences

while

in de c is io n- ma ki ng ,

still

two me tho ds

followed.

The

first

opinions

method

method

is

to

by c o n d u c t i n g a

individual
has

a

number
a

the

state

that

because,

among

the

likely that

some

decision.

So long

summarizing

the

A
faculty

the

faculty members'

ad v i c e

is

s u gg e s t i o n s

correspond

to

no

being

followed

produced,

it

the a d m i n i s t r a t o r ' s

analysis

members'

has been

opinions,

to

is

final

pu bl i c i z e d

it

would

be

c la im that an a d m i n i s t r a t o r

had

f a c u l t y advice.

second meth od
ex p e r t i s e

authoritarian
pick

of

gives

It m a y al lo w the a d m i n i s t r a t o r

to s u b s t a n t i a t e a

followed

It

This

f a cu lt y to d e ve l o p and ar ti c u l a t e

di v e r s e

facul ty

fa cul ty

faculty or holdin g

adv an tag es.

fa c u l t y

as

of

facul ty members.

cross-section

a f a cu lt y r e c o m m e n d a t i on .
ho n e s t l y

number

s u r v e y of the

of

broad

views w i th ou t a l l o w i n g

d i f fi cu lt

secure a

c o n f e r e n c e s wi t h se le c t e d

ad mi n i s t r a t o r

not

their

by wh ic h
while

structure

p ar ti cu la r

is for

f a cu lt y

the a d m i n i s t r a t i o n
avoiding

the ad mi n i s t r a t o r
m e mb er s

fa c u l t y / a d m i n i s t r a t i v e

co mm ittees.

selected

of vi e w

whose

point

co nf li ct

to

in

with that

an

to hand-

serve

F a c u l t y members

coincides

can use

on

can

be

of the

128
ad mi ni s tr at ion ,
influence,

who u n d e r s t a n d

the

and who can be exp ec te d

d e mo ns tr at e

their

Neith er

above

their

to use the a p p o i n t m e n t to

method s

To a c c o m p l i s h

pro du ce s

of debate,

av oi da nc e

of de ba t e and d i s c u s s i o n reduces

faculty

d i s c u s s i o n and rea chi ng consensus.

to the

a dm i n i s t r a t o r and

a

this would requi re the social

proc ess es

of al t e r n a t i v e s

of

a b i l i t y to comply.

of the

perspective.

limitations

course

f u r th erm or e

dec i s i o n s

are

even b e i n g

de ci si on s

are

made

in

a vo id in g such aw a r e n e s s

made.

the
can

facult y aw ar ene ss

of actio ns

reduces

The

se le c t e d by

the

facul ty a w a r e n e s s

that

In ci rc um s t a n c e s

upper

levels of

reduce

re si s t a n c e

a

where

hierarchy

and

conflict

from underlings.
Wi th in
e li mi na te d
Rather,

the auth or itar ian
by

it is

not ic ing that
the

ab s e n c e

open debate

pri vatized.

An

in sti tut ion al

fa cul ty membe r

either

of

pr e f er s

m o d e l , con fli ct

individual

pol ici es differ
or thinks

the a d m i n i s t r a t i o n ' s

or the

Such a fa cul ty member

administration

is

interest

cynicism.
the

or

in m i n d .

If d i s g r u n t l e d

va rio us

administration
may

unwise

be the be g i n n i n g

facult y m e m b e r ,
from those

does
These

may suppose
not

which

have

that

the

have

informal gatherings,

of the

proces s with C.W.

that

thinking
the

faculty

c i rc um st an ce s

they

wh ich

may co nc l u d e

fa cul ty member s di scu ss

disagreements
in small,

best,

not

discussion.

faculty mem ber 's

is incorrect.

m e m b e r 's

and

is

nurture
together

with

the

such sessions
Mills

(1959,

p.

8) d es cri be s

as ma ki n g pub li c

issues of personal

The process m a y be

e f f e c t i v e l y squelched,

however,

not

of

to the

to r e s ol u t i o n

cynicism

if there

discussion

may

forwa rd ing

to the

produced.

is not

the

membe rs

st ruc tur ed

di sa g r e e

cha i r s '

po sition

to

have

team

the

itself

disagreement

aut ho r i t y .

The

f a cu lt y m e mb er s

c ha ll en ge s

cha ir
intend

or that th e y do not

In either

acc es s

de pa r t m e n t chair controls.
the d e p a r t m e n t chair

to

of

of the

When the
prima ry

membe rs
to be seen

who
as

the d e p a r t m e n t

suppose

that

to thr eat en the

such

cha i r 's

know how to work s u c c e s s f u l l y
case,

m a y be n e g a t i v e l y e v a lu at ed
re ad y

may

the

faculty

and has

faculty
likely

so

c h a i r 's po sition

action.

of superv is or

for

to diffuse

d iscourages

a dm in is tr at io n,

Their

as m e mb er s

and should act

a d m i n i s t r a t i o n are

in

open d i s c u s s i o n

fact of the d e p a r t m en t

with in the structure.
membe rs

policy

has the role

with the

disagreeing

chairs,

criticizing administrative

to

problems.

department

should d i sc ou ra ge

The

d e p a r t m e n t chair
al le g i a n c e

formal ap p a r a t u s

are

the

of

which such

de pa r t m e n t s

administration
from

in

faculty's views

ad m i n i s t r a t i v e

such criticism.

not

lead

spread

the

the

the ad min ist ra tio n,

and

and

administration

a u t h o r i t a r i a n model,

on

formal stru ct ur e

take place

If

faults of

d i s a g r e e m e n t s but

woes.

such

pr o b l em

and may be

wh atever

less

faculty
likely

p r e r e q u i s i t es

In this manner,

the

the ex cl us io n of

from the b a r g a i n i n g unit may dis co ur ag e

130
open
the

d i s c u s s i o n a bo ut

in st i t u t i o na l

decision

ma k in g among

faculty.
Rather

member

in

actions

than ch a l l e n ge the d e p a r t m e n t chair,
disagreement

may

a u t h o r i t a t iv e
odds

with

members'
by the

in te rnalize
point of

the

f a cu lt y m e m b e r .

experi en ce

as

which e merg es
as the point

S e l f - d e n i g r a t i o n may
his/h er

own

or b a d .

in a u t h o r i t a r i a n

The

perspect ives

In

and

will be an

and,

faculty

not

truth

further,

is defin ed

Su bo rd i n a t e s

or self-do ub t but not e ff ect ive

those

incor po ra te d
perspectives

ar ti cu l a t e d .

undercurrent

which

of

the e p i s t e m o l o g y

structu re s,

formally

d e c i s i o n - m a k i n g structure s,
developed

facul ty

to define

f a c u l t y p e r s p e c t i v e s di f f e r

pe rspect ives
not

is at

interpretat ions

and d e p e n d e n c y upon a u t h o r i t y

are

it

the

follow when the

of view of those wi t h authority.

To the ext en t that

per sp ective

accepting

or

of the si tu at io n m a y be rejected

i na pp ro pr ia te

administrative

poor ly

conflict,

fa cul ty

po li ci es

members' interest.

def ines

de v e l o p s e l f - d o u b t
truth.

the

p e r c e p ti on

member

administrative

view as co rr e c t even though

f a cu lt y

initial

faculty

with

the

The

from

faculty
into
will

the
be

facult y

leads to c y n i c i s m

participation

in the process

of de ci sio n-m ak ing .
In summary,
members

of

a dm in i s t r a t i o n
faculty

the de c i s i o n

the

b ar ga i n i n g
may

involvement

have

far

that chairs shall
unit

or

r e a c hi ng

in d e ci si on - m a k i n g .

members

be either
of

the

co ns eq ue nc es

for

131
The a u t h o r i t y to dec id e
ex cl ud ed

from the b a r g a i n i n g

Mic h i g a n
role

E m p lo y m e n t

is given

the

Not uncommonly,
the d e p a r t m e n t

unit.

absence

however,
heads

wishes

"...to

their

Commission

to

have them

cases,

Lav/s.

deciding

whether

by the

included

public

employees

of

The

effec ti ve
10).
be

mutual

Librarians

included

members.

means

collective

if they share
If,

however,

of

the ir dut ies

be ex cluded.

As shown

Mic hi ga n

in st it u t i o n s ex am i n e d

or

of the b a r g a i n i n g

not

facul ty and

the

i n t e r e s t s ."

similar

work,

to

(Najitah

permit
1981,

for example,

interest with
include
4,

at three
unit.

in

will

employment

in Table
here,

applied

of

counselors,

a com mo n

they m a y

chairs are me m b e r s

the

bargaining

and a d m i s s i o n s

the general

rule

sufficiently

terms

and

the ba rg a i n i n g

cha irs will

"community

and

to have

(M i c h i g a n

share

interest"

ma y

bargaining..."

department

a

of

b e ne fi t of

or not

conditi on s,

M.E.R.C.

with

the

is whether

"Co mm u n i t y of

(PERA)

full

423.213).

i n c lu si on

cha ir s

Act

whose

a d min is tra ti on.

in

rules

d iminish that r ight

w or ki ng

(M.E.R.C.)

a dispute,

M.E.R.C.

S e ct io n

or

from the b a r g a i n i n g unit,

t o ... c o l l e c t i v e

Co mp il ed

included

the a d m i n i s t r a t i o n wishes

ex cl u d e d

insure

right

of

unit r e c o g n i z e d

In these

intent

be

unit u l t i m a t e l y rests with the

Relations

In the

fa c u l t y

the union

shall

in the P u b l i c E m p l o y e e R e l a t i o n s

M i c h i g a n Law.
adopt

if chai rs

p.
may

faculty

supervision,
of the

nine

department

At the m a j o r i t y

132
o£

the

institutions,

the

cha ir s

are

m e mb er s

of

the

administration.

Table

4.

De pa r t m e n t
Unit.

Chairs'

Membership

D ep ar tm en t Chairs
P o s i t i o n wi th Reg ard
t o the Ba rg a i n i n g Uni_t_

In st i t u t i o n

Member

Ce ntr al

Not member

member

Where

unit but
"1",
chair.

is

a member

in dic ati ng

less

2

2

Ferr is

1

State College

Sup eri or

State Colle ge

1

N o r t h e r n M ic hi ga n U n i v e r s i t y

1

Ea st e r n M i ch ig an U n i v e r s i t y

1

We st e r n Mi c h i g a n U n i v e r s i t y

1

Wayne

1

State

whi ch

chair

the

Un iv er s i t y

de pa r t m e n t chair

are given

fa cul ty power

the d e p a r t m e n t

Mic hi ga n U n i v e r s i t y

Oa kl a n d U n i v e r s i t y

the b a r g a i n i n g unit

indicating greater

Rat ina

2

ins titutions at

of

the Ba rg a i n i n g

Sa gi na w V a l l e y State Colleg e

Lake

The

in

over

the

is not a member

of the
fa cul ty

a rati ng

over

"2",

d e p a r t m e n t chair.
of the b a r g ai ni ng

ad mi ni str ati on,
power

of

is a

the rati ng
the

is

de pa rt m e n t

133
Method of Sele cti on
The
faculty

of De pa rt me nt Chai rs

seco nd c r i t e r i o n
influence

used

over d e p a r t m e n t

d ep ar tm en t chair selection.
from

to me as ur e
cha ir s

In

reality,

it

the

faculty

chair
and

is a

mutual

administrat ion.

to co mp l e t e
from

authority.

cho ic e

of

With

shared

most

fa cul ty power

found a m ong

nine

ins titutions e x am in ed

cases,

the d ep ar tm e n t

c h a i r ’s role

both the

a u t h o r i t a r i a n s t r uc tu re

the peer

struc tur e

institutions the

of the

facult y

for mutual

latter

departmental
au th o r ity,
of

here.

a

chairs
In these

involves p a r t i c i p a t i o n

departmental

in

a d m i n i s t r a t i o n and
faculty.

At

two

and a d m i n i s t r a t i o n share a u t h o r i t y

to select the d e p a r t m e n t chair.
of a pr ov isi on

comple te

in s e l e c ti on

of the

of

faculty

In the

the

fa cul ty has the
the

me th o d

of

this could va ry

va r i e s

a d m i ni s t ra ti ve a u t h o r i t y to shar ed
case,

is the

Hy po th et ic al ly ,

co mp let e a d m i n i s t r a t i v e a u t h o r i t y

authority.

the exte nt

The

f o l lo wi ng

is an example

selection.

The po si ti o n of d ep a r t m e n t c h a i r p e r s o n is oc cu pi ed by a
...faculty
m e m b e r ... based upon
the
r e c o m m e n d a t i o n of
the department,
app roval of the Dean
and Provost, and
final
ap pr ov al
of
the
Board
of
Trustees.
The
a p p o in t me nt
letter ...s h a l 1 include the duti es a ss ig ne d
by
CMU
and
the
ex pe c t a t i o n s
of
the
department
...consistent
with
those
du t ie s
(Central
M ic hi ga n
U n i v e r s i t y Agre em en t 1981-84, p. 19).
Under mutual

sel ec ti on the d e p a r t m e n t a l

have the a u t h o r i t y to curtail
office,

which

During

that

is t y p i c a l l y
term,

the

fa cul ty may

the d e p a r t m e n t c ha ir 's
limited to

de p a r t m e n t a l

two to

f a cul ty

term of

five years.
may

initiate,

134
review,

or

may

petition

£or

a

new election,

as

in the

example below.
Th ro ug h sec re t ballot, d e p a r t m e n t c h a i r p e r s on s shall be
el ec te d
by
the
fa cul ty
me mbe rs
of
the
re spe cti ve
d e p a r t m e n t ... On the p e t i t i o n of tw o- t h i r d s (2/3) of the
me mb er s of the
dep ar tm en t, the ap pr o p r i a t e de a n. .. wi ll
call
for a
ne w e l e c t i o n
of a
department chairperson
(S a gi na w
V a l i e v State
Co l l e g e A g r e e m e n t . 1981-84, p.
38) .
In

the

departmental
short

contracts
f ac ul ty

of r e q u i r i n g

of

institutions,

the

is al lo we d an a d v i s o r y role which

falls

that the

facul ty and a d m i n i s t r a t i o n .
that the de a n

co n s u l t

mutual

p r o ce du r e s

choi ce

a d m i n i s t ra ti on ,

as

three

chair be

choice

of

This a d v i s o r y role m a y require

the d e p a r t m e n t a l

in the

a mutual

which can

facul ty

or ma y have

be over-r idden

by the

f o ll ow ing e x a m p l e .

. . .In
the
e ve nt a
department
head
pos it io n is
not
filled
in a
t i m e l y fashion, the
Board m a y
appoi nt a
d e p a r t m e n t h e a d ...for a term not to exceed one (1) year
p r o v i d e d , h o w e v e r , that the Board has the right throu gh
this
pr o c e d u r e
to
appoint
the
same
individual
to
additional
o n e - (1)
year
t e r m s . . . (N o r t h e r n
Mi ch i g a n
U n i v e r s i t y Ag r e e m e n t 1981-83, p. 10).
Where such a p r o v i s i o n
ride

the

departmental

coupled with
initially

a me t h o d by

re v i e w or

ad mi ni st ra ti on ,
only.
serves

In
"at

a l l o w i n g the a d m i n i s t r a t i o n to o v e r ­

w hi ch a d e p a r t m e n t a l

is

not

facul ty may

the choice

of the

choice p r o v i s i o n becomes a d v i s o r y

example;

the d i s c r e t i o n of the

U n i v e r s i t y Ag r e e m e n t

recommendation

o t h er wi se q u e s t i o n

the mut ua l

the above

f a c u l t y 1s

1981-83,

p.

the chair,
Board"
10).

once

selected,

(N o r t h e r n M i c h i g a n

At

four

provide

of the

institutions,

for de p a r t m e n t a l

fa c u l t y

role

inclusion

but,

in the

take a w a y the

since

contract,

privilege.

not s p e c i f i e d m a x i m u m
the

chairs,

faculty
maximum
years

the

lengths
to five

su mm a r i z e s

the

to the

facul ty

less

facul ty

the

rati ng

the

is

of

administration

"1",
has

The

least

is

given

sole

is

of a p p o i n t m e n t

of

of the Board.

the

de pa rt me nt al
fixed

which vary

from two

is five

years.

of the di f f e re nt
The

Table

in dicating

5

provisi ons
rat in g

is shared between the

an a d v i s o r y role,

free to
there

ch ai rpersons.

"3",

by

a u t h o r i t y give

terms

administration

power.

al lo w

The mode

where a u t h o r i t y

Where

terms

v/hich

c h ai r' s

is

four contracts,

to the

of d e p a r t m e n t

administration

heads.

administration

the above d i s c u s s i o n

institutions

power.

the

the

not made en fo r c e a b l e

role or shared

years.

for se l e c t i o n

and

is

in

not

faculty m a y have an

to serve at the will

co n t r a c t s

an a d v i s o r y

The

In these

length

who co nti nu e

In contrast,

this

c o n tr ac ts do

participation

s e l e c t i o n of the d ep ar t m e n t chairs.
informal

the

greate st

for

faculty
faculty

has de cisive a u t h o r i t y and

the rating of
f ac ul ty
to

authority

"2"

power,

institutions
to

select

indicates

indicated by
where

the

d e p a rt me nt

136
Table 5.

Selection of Department Chairs

Con tr ac t ua l Pr ovi si o ns
for Se le ct ion of the
Depar tme nt Head

A u t h o r i t y shared by
a d m i n i s t r a t i o n and
facul ty

Dec isive a u t h o r i t y of
a d m i n i s t r a t i o n with
f ac ult y a d vi si n g

In st it u ti on s

Central M i c h i g a n U n i v e r s i t y

3

Sa gi naw V a l l e y State Co ll eg e

3

N o r t he rn Mi c h i g a n U n i v e r s i t y

2

Wayne

State C o lle ge

Oakland U n i v e r s i t y
Sole ad mi ni s t r a t i v e
authority

Rat in g
Ass joined

Ferris
Lake

State C o ll eg e

Su pe rio r

2
2

1

State C o lle ge

1

Ea st er n M i c h i g a n U n i v e r s i t y

1

W e st er n Mi c h i g a n U n i v e r s i t y

1

137
Rev ie w of De par tm e nt Cha irs
The third c r i t e r i o n
power over

for a s s e s s i n g the ext en t of

the d e p a r t m e n t chair

d ep ar tm e n ta l

f ac u l t y

in

is the

faculty

involve me nt

of the

evaluation

and/or

facul ty power

require

review,

re ap po in tme nt of the chair.
Cont ra cts

g iv i n g the

faculty en do r s e m e n t

for r e a p p o i n t m e n t and

e va lu at io n of d e p a r t m e n t
less

influence,

c on sul ted

chairs.

requi re

over

f a cul ty

contracts,

de p a r t m e n t a l

re a p p o i n t m e n t

In those

least authority,

the

and the

involve

but

in the hands

c o n t r a c t s a l l o w i n g the

f a c u l t y are not

involved

administration

need

in

allowing

f a cu lt y

of rev ie w or evaluation,

administration.

evaluation,

Other

that the

in the pr oce ss

de ci s i v e a u t h o r i t y

greatest

be

leave
of the

f a cu lt y the

in r e v i e w nor

not co ns ul t

the

facul ty when mak ing r e a p p o i n t m e n t decis i o n s .
Two

i n st itu ti ons

facul ty p o w e r ,
chair

absen ce

and

of d e p a r t m e n t a l

faculty m a y

initiate

term of a p p o i n t m e n t .

the

f a cu lt y

under

is ac t i n g and

by

with

At these

or r e c o m m e n d e d

a pp r o v e d

m a y appoi nt a chair
a chair

co nt ra ct s

sh ar e d au thority.

must be e l e c t e d

department

have

of a p p o i n t m e n t

f a cu lt y of the

a d m i n i s tra ti on.
action,

gre atest

insti tut ion s a

by the

In

the

the a d m i n i s t r a t i o n

these c o n t r a c t s ; in one c a s e , such

in the

other case the

re v i e w of the cha i r

du r i n g

departmental
the cha i r 's

Thus the d e p a r t m e n t may act to replace

a chair not on l y at the end of the chair 's
term

the

but

du r i n g as well.

two- to

five-year

These p r o v i s i on s

138
e nc our age

the

facult y and

l o ya lt y of

the

chair

to the

d e p a r t m en ta l

increase the ch a i r 's c o nc e r n with their

positive

regard.
One of these c o n t r a c t s pr ov i d es
the chair

for regular

feedback

to

from the de par tme nt :

A d e p a r t m e n t shall also
d e v e l o p a method for pr o v i di ng
informal
annual
feedback
from
the
member s
of
the
de p a r t m e n t
to
the
chairperson
(Central
M i ch ig an
U n i v e r s i t y A g r e e m e n t 1981-84, p. 19).
At four of the

institutions,

have an a d v i s o r y role,
or not to re a p p o i n t
which

but

faculty.

The

f o l lo win g

faculties

the a u t h o r i t y to decide

a chair

is not ob l i g a t e d

the d e p a r t m en ta l

rests wi t h the

admin is tr at io n,

to follow the re co mm e n d a t i o n
is an e x am pl e

whether

of the

of such a provision.

T e n u r e d f a cu lt y m e m b e r s in
a d e p a r t m e n t shall be given
the o p p o r t u n i t y to prese nt to
the dean of the
college
their e v a l u a t i o n
of
the
department
head
with
such
e f fe ct s as
the de a n shall de termine.
Such e v a l ua ti on
shall be
made biannua ll y.
More frequent
e v a l ua ti on s
shall be made as
the de a n may,
from time to time,
so
request.
(E as te r n
Mi c h i g a n U n i v e r s i t y Ag re eme nt 1982,
p. 44) .
Anoth er e x am pl e

of an a d v i s o r y

fa cu lt y role

follows.

One
year prior to the end of the term of a ch ai r p e r s o n
...a
r e v i e w committee,
comprised
of b a r g ai ni ng
unit
m e mb er s
of
the
d e pa rt men t,
shall
be f o r m e d ...Sixty
pe rc en t
of the
c o m m i t t e e ... shall
be elected
by
the
de pa rtment.
The r e m a i n i n g m e mb er s shall
be ap p o i nt ed
by
the
dean...This
committee
shall
ev al ua te
the
pr ogress of the d e p a r t m e n t and the e f f e c t i v e n e s s of the
chairperson
and shall
forward
a report
to the
dean
(Wavne State U n i v e r s i t y A g r e e m e n t 1981-83, p. 40).
At three
have no formal
department

institutions,
role

chairs.

in the
The

the

faculties

r e a p p o i n t m en t

terms

of office

of the d e p a r t m e n t s
or e va lu at io n
are

of

indefinite at

139
these

institutions;

until

the a d m i n i s t r a t i o n de c i d e s
Table

types
"3",

Lesser

6 s u m ma r iz es

continues

where a u t h o r i t y
authority

is

indicates

fa cul ty have
the

institutions.

shared,

least

amo ng

provisions.
indicates
these

is indicated by

in sti tut ion s where

Where the

the p o s i t i o n

the d i s t r i b u t i o n of these

found

fa cu lt y power

in

otherwise.

of rev ie w and e v a l u a t i o n s

facul ty

those

the chair

the
no

nine

formal

facul ty

The r a t i n g
the

of

gr ea t e s t

institutions.

the rati ng

f a cu lt y role

different

of

"2"

for

is a d v i s o r y only.

role,

the r a t i n g

power

a mo ng

the

of

"1"
nine

140
Table 6.

Review of the Department Head

Cont rac tua l P roc ed ure s
for Re vi e w of the
De par tm ent Head

A u t h o r i t y shared by
the a d m i n i s t r a t i o n
and the facult y

Decisive ad mi ni s t r a t i v e
a u t h o r i t y with f a cu lty
adv is in g

Sole a d m i n i s tr a t iv e
authority

In st it u ti on s

Ra t in g
Ass ioned

Centra l M i c h i g a n U n i v e r s i t y

3

Sa g i n a w V a l l e y State Co l l e g e

3

Northern Michigan University

2

E a st er n M ic hi ga n U n i v e r s i t y

2

Wayne

2

State U n i v e r s i t y

O a kl an d U n i v e r s i t y

2

Ferris

1

Lake

State Colle ge

Sup eri or

State Co ll eg e

1

Western Michigan University

1

141
C o n c o r d a n ce am ong the
the d e p a r t m en t c h a i r .
among

There

the three c r i t e r i a

influence

over

coefficient

of

7.

Table

7.

used here

F a c u l t y Power

over

of a s so c i a t i o n

to assess

the

U si ng
.01

faculty's
K e n da ll 's
was

found

on the three cr it e r i a and the

nine

institutions

are given

in Three Measur es

M e m b e r s h i p Se l e c t i o n

Re vi e w

Overall
Rank

Central M i c h i g a n
University

2

3

3

5

Sa gi na w V a l l e y
State College

2

3

3

5

Oa kl an d U n i v e r s i t y

2

2

2

4

Wayne State
University

1

2

2

3

Nor t h e r n Mi ch i g a n
University

1

2

2

3

Easter n Mi ch ig an
University

1

Ferris

1

1

1

1

Lake Superior
State College

1

1

1

1

Weste rn Mi ch i g a n
University

1

1

1

1

State College

in

over the De pa r t m e n t Chair

Ratings Assigned

In st itution

level

p r o b a b i l i t y of

The ratin gs
of the

faculty power

heads.

concordance a

overall rank order

of

is a high

department

among the three.

Table

measures

1

2

2

142
In the above
i.e.

table,

given the rank

power

over

the

of

the

"5",

department

indicates

the

least

department

head.

institutions
a l l o w the
head.

amo un t

highest,

facul ty the gr ea te st

The

of

ranked

lowest rank,

facul ty

power

"1",

over

the

selection

of

c o r r e s p o nd s

to

Inform an ts O b s e r v a t i o n s about the
Role of the De par tm e n t Head
The

deg re e

of f a cu lt y

department

heads at

the degree

of fa cu l t y

r ea p p o i n t m e n t

of

individual

fa cu lt y

not me mb er s

influence

in review,

P ro ce du re s

found

am ong

chairs are

the

study.

role

of

sup er vi so r
included

was made

In

anothe r

help

as

departmental

peer

and

u n c o m f o r t a b l y app arent when

one

such case

in d e f i n i n g

d e p a r t m e n t chairs

fell

to

issues

such

informants

ba rg a i n i n g unit at the

bargaining.

di s cu ss

review,

of the
in the

an eleme nt

interviewed

T h e y re po rte d that the d i s t i n c t i o n

chair

in the

for

membe rs

or ganizat ion.

Dep ar t me nt cha irs were a mo ng the
for this

least

The gr ea tes t

that me mb e r s h i p

is as so c i a t e d with peer

of pr of e ss i o na l

al lo w the

institutions at whi ch the

It would appe ar

b ar ga i n i n g unit

which

e v al ua ti on and

of the b a rg a i n i n g unit.

is found where

b ar ga in in g unit.

in

institutions

influence

chairs.

f ac ult y influence are
chairs are

influence

chair

as

they became

onset of c ol le ct iv e

the chairs
their

between

turned

alter ed role.

to one
The

into the habit of g a t h e r i n g r e g u l ar ly
as

their

new r e l a t i o n s h ip s

with

143
a d m i n i s t r a t i o n and
dut ies

under

with the

the new ar ra ngement.

of role p e r fo rm an c e vari es
Where

chai rs

have
report

that

follows.

Chairs

with

are

r e c om me nd e d
t hr oug h

gradually

for

co n t r a c t u a l

The
and

an

of

more

eliminated

de ci sio ns

by

to

In a

not at all

de p e n d en t

not

may

in

the

upon

proce ss

styles
by not

of

being

position.

throu gh

vary

or
Thus

not

only

encouraging

is

de p a r t m e n t a l

the

At these

fa cul ty
type

the chair

upon

positions,
the

authority

in that

cha ir s
for

of

the
which

selection,

the a u t h o r i t y

institutions,

are

and chairs

in st itutions

administration

or

po si tiv e

facul ty

over

of

here,

selection

struc tu res

review of the chairs;

faculty.

over

In those

greatest

by

the

in either

in their

de pe n de nt

shared

with

ad mi ni s t r a t i o n

these matters.

and

betwe en the

in st itutions ex am i n e d

these

the

co n t in u a nc e

faculty

evaluation,
d e c i si on s

unit,

departments

quit the

involved

Within

fo rm al ly

d ep ar t m e n t
a ll ow

either

but also

few of the

procedure.

ev a l u a t i o n s and
are

b a rg ai ni ng

their

style

cha irperson.

selection

sense of being caught

administration

fa cu lt y is

clearly

to

authoritarian

fa c ul ty has no formal a u t h o r i t y

review

the

informal

p roc edu re s

c h a i r ’s

org anization.

the

as el sewhere,

turnover.

the

the

Here,

out their

change may alter the po sition of chai rs

th ro ug h a l t e r i n g
perso nne l

part

r e ap po i n tm en t

their own

c a r r yi ng

from c h a i r p e r so n

become

informants

man ag em en t

f ac ul ty and

in these
and

the

the cha ir s are

14 4
fo rm al ly

dependent

administration

upon

both

the

facul ty

for po sitive e v a l u a t i o n s and

and

the

continuation

in

their positions.
Departments
which

all ow s a f a cu lt y

chair,

place

administration
f ac ul ty of

the

Informants
sense of

the

most

clearly

faculty.

On

in

the

and a d m i n i s t r a t i o n do

not share

at such

be twe en

a more

be di f f i c u l t

indeed.

insti tu ti on s repo rt

facul ty and
also

a

administrative

provide

point o u t .

author itar ian s t r u c t u r e ,

the d e p a r t m e n t .

c h a i r ’s su g g e s t i o n s
of

Similarly,

two bases

Even

though

cam pu s a f fa ir s

Faculty

On one campus,
college

the

revi ew

the

chair

makes

his

committees,
be li ev ed

e f f e c t i v e l y support d e p a r t m e n t a l

follow

judgement

members.

their

greater

outside
This may

department.

to have cha ir s

replacing

the

valuable.

influence

influence w i t h i n the

f a cu lt y b a rg ai ned

f a cu lt y

ma y

the chair

on m a tte rs where his

the chair t y p i c a l l y has greater

give the d e p a r t m e n t

c o n t r a c t with

events gives

d e p a r t m e n t than do other d e p a r t m e n t

because

be t w e e n

wh ic h the

But such d e p a r t m e n t s

wit hi n

kn owledge

on

the

in these d e p a r t m e n t s m a y not have the author ity of

de pa r t m e n t

the

over

in

higher a d m i n i s t r a t i o n and ca m p u s - w i d e
stature

in

issues

po si tio n m a y

chairs

manner,

sha re d a u t h o r i t y

for the c h a i r , informants

the chair
cha ir

and

who are

exp ectations.

a

chair

c h ai r's

this more d e m o c r a t i c

to have

the

being ca ug h t

power

in

the d e p a r t m e n t

interests,

of

o rg an ize d

facul ty

included
members,

chairs

could

more

interests than

could

other

145
d e p a r t m e n t members.
status and
higher

They

g rea ter

de p a r t m e n t

kn ow le dg e ab out

base of power

had greater

ins titutions

At

be n e c e s s a r y or
chair

gains

in st itutions
im portant

influence

c h a i r ’s l e a d e r s h i p

and

not

appoint

departmental

re po r t e d
a

that

chair

even tho ug h

o b v i o u s l y cre at e
At
were

these

cases,

with an a p p o i n t m e n t w i th ou t

to occur

At tv/o

influence

in

ty p i c a l l y

ag r e e m e n t

this

of

ag r e e m e n t

stated

pr oblems

the

it

is not

was assum ed

in m a n a g e m e n t
exc ep ti on s

in cases

of or oppos ed

the

to do

to

this

of split

votes

to a p ar ti cu la r

an a d m i n i s t r a t i o n might proceed
the suppo rt

of a m a j o r i t y of the

faculty.

The s t r u c t u r e
also eff ec t

by

a

in the ba rg a i n i n g

the

insti tu tio ns

in suppo rt

In these

not

I nf or ma nt s

re ported

or small m a j o r i t i e s

departmental

ci rcl es

the a d m i n i s t r a t o r s

wi t h o u t

that

ca ndidate.

facul ty c o n c u r r e n c e may

f a cu lt y g e n e r a l l y have

mandated.

informal rule

where

faculty,

higher a d m i n i s t r a t i o n

administrative

contractually

otherwise.

to

where chairs are

faculty,

it w ou ld

str uc tu re d

p o s i t i o n w i t h i n the department.

d e c i s i o n - m a k i n g but
in formants

in a

in the d e c i s i o n - m a k i n g process,
in

i n s t i t u t i o n s , where

unit,

chair

of the d e p a r t m e n t a l

a c h a i r ’s s u g g e s t i o n s

some weight.

with

the

for a

is the solid s u pp o r t

which gives

do

the chairs

ad min i st ra t io n.

The other

such

believed

of author ity w i t h i n

the ext en t

the d i s c i p l i n e

to which

or with the

an

the chair

institu ti on

may

identifies either

parti cu la r

campus.

In any

146
structure,
are

both

bound to

so urc es of
the

local

id entity are

campus

by

available.

Chairs

the bu re au c ra ti c

tasks

w hic h the y pe r f o r m an d by the status which th e y a c qu ir e
association

with

the

a cc o u n t a b l e

and

upon

c o n t in ue d

o c c u p a n c y of

typically

chai rs

a dm in is tr at io n,

to

wh ic h

depen den t

the position.

have

spent

d i s c i p l i n a r y tutelage.
most c o nt in ue
A
with

Most

position

great number

are

former

upon the
wh e r ei n

f a cu lt y
Where

research.

no member

focus

hand,

of

years

in

b ar ga in i ng

departments

This

does

not

the

Chairship

ide nt ifi ca tio n

in

a democratic

influence

have

1 ittle

over the

p o w e r , the

two

issues and

co sm op o li ta n

orientation,

may be an

en deavors

of

institutions

unwelcome

te ac hin g and

where chairs are

unit report that

in some d e p ar tm en ts

task of servin g

as chair,

rotate
app ear

faculty

of chair

disciplinary

w e lc om e s

is, an

local c a m p u s .

with a

of dut ie s

from

some

however.

other

id en tif ica tio n with

p e r s o n n e 1 on the

In fo r m an ts at

part of the

their

faculty membe rs and

has great

f a cu lt y

an

fa cul ty m em be rs

distraction

for

the a d m i n i s t r a t i o n would e n c ou ra ge a

local orien tat io n,

administration

that

departmental

the

of c h a i r .

localite

are

is p r ob ab ly encouraged by ties with and

cha i r 's d e p e n d e n c y upon

For

On the

th e y

to teach.

the d i s ci pl ine ,

department

the

a

c o s m o p o l i t a n or ie ntation,

dependency

more

they are

which

from

the
to

al lo w s

be

task among
the

and

that

el igible m e m b e r s .

most common

a facul ty member

situation,

status

and the

147
o p p o r t u n i t y to more
ideas.

effectively

For a faculty

upward m o b i l i t y

member

career

plan.

membe rs

of the ba rg a i n i n g

This

of

localite

into

is the case

ad m i n i s t r a t i v e

whether

or not

to a

departments

chair's

l ea de rs hi p or

Perha ps

to

rather

than spend time m e e t i n g

the typical

bureaucratic

pe r s p e c t i v e

wit hi n the d e p a r t m e n t

In formants at most

a

variety

o r g a n i z a t i o n emerged because
v ar ia ti on s

in d e p a r t m e n t a l

with the

d e p a r t m e n t chairs

unit.

The

bureaucratic
co n n e c t i o n

between

admini st ra to rs ,

like

administrators

di s d a i n
A shared

report that

on each of their

of

of

styles

departmental

personal styles

and

fa culties expectations.

are

p r ob le m

st ructure

make

is pr ob a b l y also a factor.

p r i m a r i l y by a d m i n i s t r a t i v e

more d e m o c r a t i c

w h er ei n

basic

in te llectual's

of chairs'

Some proble ms are reported,
informants,

let the chair

tasks plays a role here.

insti tu ti on s

ca mp u s e s

Informants

prefer

for mun^. ne

se parate

in such a

unit.

in vario us m a tt er s

and debating.

ranks.

chairs are

the a u t h o r i t y c o n t r a c t u a l l y permitted.

decisions

new

orientation,

is a likely first step

facul ty de f e r s

report that some

Board;

changes and

the chair d e p e n d s upon the extent to w hi ch

the d e p a r t m e n t a l
ex e rc is es

with a

means p r o m o t i o n

The d e p a r t m e n t a l ch a i r s h i p

The role

implement

m e mb er s
reported

of a u t h o r i t y

em ployer
facul ty
become

de pa r t m e n t stru ctu re

and
members,

of the
is

a

ba rg a i n i n g
gap

in

the

at a key ju nct ure -~t he
employee.

Althou gh

are emp lo ye es

"the Co llege,"

or

of the

employer,

148
when

delegated

management

d e p a r t m e n t chair,
ma n a g e m e n t

as the last

author ity,

managed.

du t i e s

has

The chair has

link

members

their

administrators.
above

the

chair,

the next

the

Cha ir s

1 ink

m a y fall to the d e a n .
to

informants.

whimsically

important

one such

dut ies

a u t h o r i t y to

make

from the

the cha ir knows

do

the
source

of

frequent

s u p e r v i s o r , a great

task

to be the case ac c o r d i n g

the number

decisive

many

chair

institution,

cha ir

other

If the d e p a r t m e n t

decis io ns ,
from

m e m b e r s ' performance,

know the

times as

an a d m i n i st ra to r

of deans

po si t i o n of d e p a r t m e n t chair

per so nn el

supervisory

than

with

in the cha in of author i ty

This ap p e a r s

s u g g e s t e d that

increased and

d e a n s ',

At

not a

being

c o nta ct

the cha ir and does not have

of ma na gement,

The

those

generally

better

conta ct with most of these m e m b e r s .
is not part

to

dean ov er see s several

faculty membe rs as does

Board.

fa ce -to-face

departments

As

access

fr eq ue nt

facult y members.

the

in the chain of de l e g a t e d

unique

d e p a r t m e n ta l
of

by

the
to

should be

eliminated.

upward
dean

shift

separates

re co mm endation,

in fo rm at io n about

po s s e s s e d by

the

the c h a i r .

if a f a cu it y mem be r

now

In
of
the
the

faculty

In effect,

should be p r o m o t e d , but

the dean decides.
At
broug ht

one such
back

imperfect,
members"

institution,

to ge th er

dev ice

t h ro ug h

k n ow le dge and
the

of a "co nf ere nc e

d e s c r i b e d below.

author ity are

a p p a r e n t l y workable,
for as si st an ce

if

to faculty

149
An
annual
individual c o n f e r e n c e
for
the
purpose of
a s s i s ti ng
and
evaluating
each
regular
non -t en ur ed
facult y
member ...w i 11
be
he I d ... be twe en
each
such
member, the
m e m b e r ’s dean... ,
and the
c h a i r p e r s o n of
the
m e m b e r ’s
department
(or
r e p r es en ta ti on
of
the
m e m b e r ’s
department's
committee
having
ju ri sdiction
over
tenure
or
re a p p o i n t m e n t
quest i o n s )...At
the
C o n f e r e n c e ...the d e a n . . . w i l l r e v i e w. .. th e cri ter ia then
ex i s t i n g
at
the
de pa rtm ent ,
s c h o o l , and Un iv e r s i t y
le vel s.. .an d
tell the fa cu lt y
member, in writing, how
well
he
or
she
is
me e t i n g
the
criteria.
The
ch ai r p e r s o n of
the mem be r' s d e p a r t m e n t ... shall
review
the informat ion in the d e p a r t m e n t records as to whether
the fa cul ty member is or is not me et i n g
the dep ar tm en t
c r i t e r i a . .. (Ce nt ra l M i c h i g a n U n i v e r s i t y Ag re eme nt 198184, p p . 30-31).
The con tra ct
f ac ult y

of this

as p r i m a r i l y

members.

recommendation
W il l i n g n e s s

r e s p o n s i b i 1 ity
chair

The dean,
to those

stood with
The

of the

of the

make an

independent
and adds

d e p a r t m e n t and

his neck

was m e n t io ne d as

latter

to ch anc es

problem,

a

the c h a i r .
out"

a problem.

facult y m e m b e r s ' u n c e r t a i n t y about
regard

of

de par tme nt

of c o u r s e , reviews

e va lu at io n con fe re nc es

tenure.

may

the e va lu at io n

of the d e p a r t m e n t cha ir to "stick

Also a pr ob l e m was
they

a

The d e p a r t m e n t

r ec omm end ati on.

in the

in st itu tio n de sc rib es

where

for rea pp oi nt me nt

and

h o w e v e r , was c o m m o n l y reported

el se wh er e as w e l l .
Because

the

lo ya lt y

and

a c c o u n t a b i l i t y of

ad min istrat ion become s pr ob le ma t ic
the ba rg ai ni ng unit,

con tr ac ts

the

unit.

that

ba rg ai n i n g
de pa r t m e n t

ch a i r s h i p

dur in g

when cha irs are

c h a i r s ' duties are

more deta i1 in

cha ir s
its

where in that

One

often spelled

term

be

wi tho ut

to

part of
out

they are members

such con tra ct
can no t

chairs

in
of

further provides

removed
just

from

their

cause,

i.e.,

150
c ir c u m s t a n c e s

such as those p e rm i t t i n g

facult y members.
of

the

dutie s

d i sm is sal

In c o n t r a c t s wherein chairs

bargaining

unit,

generally

of tenured

are

discussion

not part
of chairs

is limited.

F a c u l t y Po we r _ Q v e r the D e p a r t m e n t Chair and
the F a c u l t y ' s P ro f e s s i o n a l Stature
Faculty

power

institut ion al
mea sur es

of

in

or ga n i z a t i o n

is

than

power.

a s s o c i a te d
are a n y

This
varies

per ce nt ag e

of Ph.D.s

on the

ratio,

the number

of

and

area

characteristics
fa cu lt y

pr of es s i on al

this

faculty,

years

orga niz ed

for

sys te m of

int err el at ed variables.

that

c ol le ct iv e bargaining.

of

with

the other

important

aspect

directly

with

the
the

stude nt

3

of
the

faculty

f a cu lt y has

Figure

more

shows

been
this

151
Figure

3. Va ri abl es
De pa rt me n t

As s o c i a t e d
Chair

with

Faculty

Power

over

high
fa c u l t y power
over
^ d e p a r t m e n t head

high
perce nt of
Ph.D. holdi ng
facul ty

high number
_o f years
u n io ni zed

high
student/faculty
ratio

V a r ia ble s c o n n e c t e d by lines are a s s o c i a t e d at at least
the .05 level of p r o b a b i l i t y or better using Spearm an 's
rank c o r r e l a t i o n coefficient.
Each of
measu re

of

the three el em e n t s which make up the comp os ite
facul ty

power

positively associated
faculty,

the number

for c o l l e c t i v e

pro fe s s i o n a l

stature,

of f ac ul ty m e mb er s
power over

of years

that

the

the
i.e.

the

h yp ot he si s

and the s t ud en t
faculties with

degree,

leads

to power

study,

in the workplace.

This

chair

Ph. D. s

is

on the

been or ganized

facul ty ratio.
gr ea t e st

those with the highe st

with the Ph.D.

of this

of

facul ty has

their d ep ar t m e n t chairs.

major

department

with the pe rc e n t a g e

bargaining ,

It appea rs

over

have

clai ms

to

perce nt ag e

the gr ea te st

finding s u p p o r t s a

that p r o f e s s io na l

stature

152
In fluence
power

in

over

the

pr o f e s s i o n a l work

across-status

d e p a r t m e n t chair

u nd er m i n i n g d e m o c r a t i c
a

pro fession.

relationship

the

administration
Typically,

the

de pa rt m e n t
influence

is

departmental

more their

r e l a t i o n s h i p with

peers and

the

sub ordinate.
anothe r

Where

fa cu lt y

d ep ar tm en t will
will have

power

over

d ep ar tm en t
superior,
st rat if ie d
departments

the

in a h i er ar ch ia l

be tw ee n

members.

co nt r a ct

with the

has over

that of

The more

the

chair

chair

primary

is
work

essentially
unit,

the

of peers and fa cu l t y member s

fa cul ty has

structure.

of

su p e r o r d i n a t e and

the d e p a r tm en ta l

fa cul ty member

the

that

di s t i n c t i o n s

of

the

f a cu lt y

with hie ra rc hi al

de pa r t m e n t

bureaucracy
the

the

re l a t i o n s h i p

the

member

the chair a p p r o x i m a t e s

de pa rt m e n t

chair
and

fa cul ty

be a c o m m u n i t y

Where

or

is basic

admi nis tra tor .

the de pa r t m e n t

member,

d a y - t o - d a y basis.

to e n h a n c i n g

person

has great er

re se mbl es

less co nt ac t

their

chair-faculty

departmental

a n y other

it

of the

me mbe rs and

stru ct ure wh ic h

the

fa cul ty member

less

of

for two reasons.

the

than

Of all

po tential

d e p a rt me nt

chair
and

chair
the

gr ea t e s t

The

a key area

m e mbe rs have with other

f a cul ty

department

is c r uc ial

First,

f a cu lt y

that betwee n
has the

is

rel at io ns hi ps .

relationships

campus employees,

to

d e p a r t m e n t chair

chair,
is

the

faculty

that of
is

an

little
member-

s u b o r d i n a te and

ext en si on

admini str ati on.
par tic ip at es

on a

of
In

the
such

on a d a i l y basis

153
A

second

member

re as on

relationship

a p r o f e ss io n al
unit of
than

department
only

st ru ctu re

the

is

unit

cam pus

of

shared

with in d e p a r t m e n t s

sense

of sh ar in g

there

area

as

d is ci pl in es ;
is

the a c a d e m i c

members

for

is the basic
more

faculty,

the

and as such

the

the

same body

is

the

of

de fi nin g

faculty members across

of being
faculty

professions

The de pa rt me nt,

withi n wh ich
A peer

are

All

not belo ng to

many

the home of

share

for mal ly equal,

membe rs

a bo dy of experie nc e.

facul ty me mb er s do

of

ex p e r ti se

in the sense

only

units

the d i s c ip li ne

of a profession.

are peers

re la ti o n s h i p

Depa rtm ent s are

work

wh ich membe rs

This

ch a i r - f a c u l t y

is that the d e p a r t m e n t

sma lle st

with in

characteristic

d e p a rt me nt

organi za ti on .

the home

expertise.

the

is the key c r o s s - s t a t u s

pr ofe ssi ona l

s i mp ly

that

In

peers

in the

this sense,

the same profession;
on

campus

as

but

all
and

there are

as the home of the discipline,
professions.

share a c o mm o n

is

the unit

language and

interest.

r e l a t i o n s h i p within the d e p a r t m e n t

It

is a major

element

of a p r o f e s s i o n a l workplace.
P e e r s hi p
con fli ct

within

b et we en

the

the

s tr uc t u r ed

higher

str uc tu r ed

departmental

with in

department

co n c e r n

administration

does

of

the
and

faculty.

other

ad m i n i s t r a t o r

fa cul ty

over

them.

me mbe rs

p r o f es si on al ly

Co nflict

than

is moved

head

their

In such cases,

eliminate

bureaucratically

the

the h i e r a r c h y when the d e p a r t m e n t

peer with

not

is more

up
of a

supervisor and

the d e p a r t m e n t

head

154
may become
not a

a s po k e s p e r s o n

r e p re s e n t a t i v e

of

for the

departmental

the a d m i n i s tra ti on.

fa c u l t y and
C o n f l i ct may

move upward to the r e l a t i o n s h i p b e tw ee n the head and dean
m a y be

concentrated

in

and the a d m i n i s t r a t i v e
union.

the r e l a t i o n s h i p be twe en
office

This

is one examp le

col le c t i v e b a r g a i n i n g

union

w hi ch deals d i r e c t l y with the

As co nf li ct moves upward,

move upward.

the

or

d e c i s i o n ma k i n g will also
of the general

to move d e c i s i o n

t e n d e n c y of

maki ng up wa r d wit hi n

the ad mi n i s t r a t i o n .
Professional
associated
Both a

stature

high s t u d e n t / f a c u l t y ra ti o

Gi ve n that

greater

power

expected.

in

with

for c o l l e c t i v e

g a in in g
the

discussed

follows

and a
high

longer

in

power

faculty.

these d i s c u s s io ns

am ong

det ai l
of

va ri ab le
head.

longer period

faculty power
power

of

in this

over

organization

time,
m a y be

may have a number

b a r g a i n i n g which m ig ht aid a

These

greater

only

the d e p a r t m e n t

The high s t u d e n t / f a c u l t y ratio

se c u r i t y of
are

with

over

the

faculties g e n e r a l l y gain

a s s o c i a te d

of c o n s e q u e n c e s
facult y

not

with high fa c u l t y power

u n i o n i z a t i o n are a s s o c i a t e d
area.

is

which

the

re lative

other s tr uc tu ra l

vari ab le s

in

power

is

the c o n c l u s i o n
in sp ec i f i c

which

co nt rac t

areas.

Su m m a r y of F i n d i n g s About F a c u l t y Power
over the De pa r t me nt Chair
At most of
provide

the

insti tu ti on s

the d e p a r t m e n t a l

facul ty

ex amined here,
with some power

co nt rac ts
over

their

155
d ep ar tm en t chair.
m em be rs hi p

This

power

is of three

in the b a r g a i n i n g unit,

types:

(1)

shared

(2)

facul ty p a r t i c i p a t i o n

(3)

faculty p a r t i c i p a t i o n

in the s e l e c t i o n of the chair,

and

in

the rev ie w of the chair.

D e pa rt me nt chairs are membe rs

of

the b a r g a i n i n g

exa mined

here,

col le ge s and
1981,

p.

at three

a figure

of the

s i mi la r to

universities

23).

chairs,

unit

in the U.S.

In the s e l e c t i o n

d ep a r t m e n t a l

f ac ul ty

c o n tr ac ts

the nine
fa c u lt y

the chairs at three
in their
formal

review

forma 1

three

power

of the

over

the

following
greater

power

of

over

heads

share

inst itut i o n s .

The

in

s e l e c t i o n of

f a cul ty has

contract,

The

fa cu lt y has

chairs are not membe rs

at

no

to a n y of

institutions.
s u cc es si ve

faculty
head.

heads are m e mb er s of
made

no

or rev ie w of the d e p a r t m e n t

the d e p a r t m e n t

than

de ci si ve
of the

de pa rt m e n t a l

negotiating

more co nt r a c t c h an ge s are
de pa r t m e n t

d e pa r t m e n t

to two

institutions.

or iginal

where d e p a r t m e n t

The

of power at three

course

the

of

the d e p a r t m e n t cha irs a c c o r d i n g

these three me as u r e s
In

(Johnstone

a d v i s o r y role

in s e l e c t i o n

of the

as a whole

inst itut ions and an a d v i s o r y role

at f o u r .

involve me nt

chairs at

has an

four-year

a c c o rd in g

M i c h i g an

in st itutions

for

members

the a d m i n i s t r a t i o n

d e p a r t m e n t al

that

and re vi e w

author ity wi t h
of

nine

c o nt ra cts

g e n e r a l l y gained
At

institut ions

the b a r g a i n i n g unit,

re garding

institutions

facul ty power
where

of the b a r g a i n i n g unit.

over

department

156
At

insti tut io ns

fa cul ty m em be rs
faculties
head

have

than

faculty

hold

at

F a c u l t y power

the

for col le c ti ve

Ph.D.

the

lower

of

de pa r t m e n t a l

over the

where a

over the

in sti tut ion s

power

percentage

department

p er ce nt ag e

Professional

of

statu re

is

in this area.

instit uti on s w hi ch

and at

high

degree,

greate r

ins tit ut io ns

m e m b e r s hold

re lative

the Ph.D.

rel ati ve

ass oc i a t e d wi th power

at

where a

department

have a
where

bargaining

higher

the

head

is also greater

student/faculty

fa cu lt y have

been

ratio

org anized

longer.

C o m p a r i s o n o£ Cu r r e n t E v a l u a t i o n Pro ce du re s
at the Nine Ins ti tu ti on s

Introduct ion
Evaluation
features:

(1)

of

professionals

peer

r e vi ew

a p p r e n t i c e s h i p peri od
regular

nor

t y p i ca ll y

entail s

p ro ce d ur es

d ep ar t m e n t and

often

The

upon

academia,

departmental

pol ic ie s

of

by two

end

is

to the

no longer

peer

facul ty

for e v a l u a t i o n

review

developing
of

their

ev al u a t i o n and wr i t i n g

up a

peer re v ie w

membe rs

quality

of aca demia

ad m i n i s t r a t i v e

and a s sig ns

to an

re vi e w

administrator

of
the

the e v a l u a t i o n with the evaluee.

The seco nd el eme nt
to

ev al u a t i o n

In

c o n d u c t i n g the

du t y of d i s c u s s i n g

end

de fi n i te

bureaucratic hierarchical

imposes

d e p a r tm en ta l

after w h ic h

the

characterized

(2) a

co m p re h en si ve .

cr ite ria and

report.

and

is

of p r o f e s s i o n a l i s m

the a p p r e n t i c e s h i p

period,

may

in evaluati on,
be

seen

in

an
the

157
c u r ta il me n t

of

routin e e v al u a t i o n

fa cul ty me mbe rs

become,
is

an

tenured.

A def in it e

period a ss ur es

in fact,

that

e le me nt

for a

of a profession,

time

limit

Power

profession.

re quires an end

once a

the p r o b a t i o n a r y

facul ty membe rs

pe r p et u al appren tic es.

important

hal lma r k

pe r f o r m a nc e

has s u c c e s s f u l l y co mp le te d

period and has been
probationary

of

to

the

will not

in this area
Autonomy,

the

to ap pr en tic esh ip.

Peer Rev ie w
The

nine

contractualized
evaluation
used

is the

q ue sti on s are

Who

asked to

d e ve lo ps
of

Who

conducts,

evalu ee

are

latitude

in

general

of the

of an sw er s

cri te ri a

reports

the result s

con tr ac ts

at

The

the

is

three

extent

of

least
given,

used

in

and

nine

institutions

to these

questions.

genera l gu id el in es
but

to the

d i sc us ses

with

the

of the ev al uat ion ?

the

operationalizing

gu ide li n es

and p ro ce du re s

facul ty mem ber s?

(3)

contracts,

first.

de t er mi ne

the c r i t er ia

Who app ro ve s these?

broad range

in these

which peer re vi e w

will co ns ide r

(2)

the

to

have

in eval uat ion .

e va lu a t i o n

Among

I

here

of facult y power

The extent

cr i t e r i o n

involvem ent
(1)

exa min ed

va rio us de gr ee s

pro cedures.

follo win g
peer

inst it uti ons

parties
or

there are
In

all

of the

for e v a l u a t i o n
are

otherwise

a l low ed
adapting

spe ci fi c disciplines.

a

of
some
the

The extent

158
of

facult y and/or a d m i n i s t r a t i v e a u t h o r i t y to el ab or at e

cont rac tua l
e va lu at io n

criteria,
is g ive n

a p pro ve

in Table

8.

the

same,

and

upon

condu ct

159
Table 8.

Peer Review in Evaluation

Type of A u t h o r i t y

Number

of

I n s t it ut io n with Each Type

develop
cr ite ria
Fa c u l t y

5

Pr i m a r i l y faculty
but with some
ad mi ni s tr at i ve
involvemen t

1

Shared

1

P r i m ar i ly
ad mi ni s tr at i ve
but with some
faculty
involvement

0

conduct,
report &
discu ss
results

appro ve
cri ter ia
1

0

2

6
1

1

1

0

A dm in i s t r at iv e

2

1

2

Totals

9

9

9

When

the entire

the

nine institutions,

ac co rd i n g to
has

ev al u a t i o n

this analysis.

review.

allow the

may be

facult y

of

grouped

a u t h o r i t y each

I begin

below

in order

fa cul ty power,

with the

of

i.e.,

patter n which

in
the

entail

allo ws

the

power.
allows gr eatest peer a u t h o r i t y

is found at Oa kl an d University.
The d e p a r t m e n t
p ro ce du re s
(2)

of

discussed

The c o m b i n a t i o n which

(1)

examined, at each

Five d i f f e r e n t pa tt ern s emerge

T h e y are

facult y the gre ate st

is

in st itutions
exte nt

steps.

extent to wh ic h th ey
peer

the

the overall

in the three

process

Final

The steps are as
es t ab li sh es

to

accept

d e p a r t m e n t ’s cri te ri a
a

the cri ter ia and

for evaluation.

authority

with

follows:

co mm it te e

or

reject

and procedu res
of

a

rests

b ar ga in in g

unit

members.
(3)

Eith er

the

chair,

b ar ga in i n g

who

unit,

de pa r t m e n t a l

is a member

or

a

f a cu lt y

co mm itt ee

greater

the

e v a l u a t i o n using

the

d e p a r t m e n t ' s criter ia

and procedures.

The

de pa rt me nt al

the seco nd

pattern,

administrative

institutions:

of

co nducts

and chair m a y forward se parate
In

of the

S a gi naw

Mic higan University,

similar

involvement,
Valley

and Centra l

State

reports.

procedures,
are

used

College,

Mi ch iga n

faculty

but with
at

three
Ea ste rn

University.

At

161
Sagni aw

Valley

State College,

assumes

responsibility

for

a

facul ty

all

three

e v a l u a t i o n team

steps,

but

this

co m mi tt ee

is m u t u a l l y select ed by the a d m i n i s t r a t i o n and

faculty.

At

Central
and

the other two,

Ea st e r n Mi c h i g a n U n i v e r s i t y and

Mi c h i g a n Univers ity,

pro ce du r es

d e v e lo p e d

aut ho r ity

by

through a bipa rti te c om mi tt ee
members,

dep ar tm en t

faculty

is

shared

of a d m i n i s t r a t i v e and

facul ty

co ndu ct

de pa r t m e n t s

dean assume s major
The
Nor th er n

e v alu at ion

and

the

At Centr al Mic hi ga n University,

third pattern,

to

dep ar tm en t

seen at Wayne

Universi ty,

de v e l o p

of these

de pa rt me nt al

the

r e s p o n s i b i 1 ity for this d i s c u s s i o n .

Mic hi ga n

Ap proval

the

institutions,

chair has r e s p o n s i b i l i t y to report and/or di sc us s

this with the e v a l u e e .

facult y

the

to a p pr ov e cr iter ia

part of wh o m are sel ected by the two

de pa r t m e n t a l

the

allows

evaluat ion
is an

facult y

State U n i v e r s i t y and
the

cr i ter ia

ad mi ni s t r a t i v e

con ducts

the

departmental

and

procedures.

prerogative.

evalu at ion,

head append s separate com men ts

The

but

the

to the e v a l u a t i o n

report.
A fourth pa tte rn
Mic hig an University.
and

the

Here

ad m i n i s t r a t i o n

de pa rt me nt al
pattern,

is found at one

cr iter ia

when the

institution,

the d e pa r t m e n t a l
has

and

sole

evaluat ion is

review

for

tenure

or

as

e ither the

Western m ay co ndu ct add i t ional ev al ua tio ns
than

f a cu lt y d e ve l o p

author ity

procedures,

similar

Western

to

in

appro ve

the

above

department

for reason s
decisions.

or

other
When

162
de p a r t m e nt s

conduct

such

additional

d e p a r t m e n t s must use the a p p r o v e d
The

fifth pattern,

w hi ch

all ow s

is

Colle ge and

Ferris State College.

sole

authority

exception:
which

at

all

Lake Superior

st ud en ts ev al ua te

dep ar t m e n t a l

Su pe ri or

steps

with

State College,
are to be

fall term.

head selects

In a s s i g n i n g an

Lake

over rank

State

Here the a d m i n i s t r a t i o n

three

f a cul ty

facult y by

do so the d e p a r t m e n t

little or no facul ty

two colleges,

in

the

procedures.

involvement,

has

found a

evalu ati ons ,

the

one

forms

ap p r o v e d

If the

the

the

fa cul ty

by

by the

fails to

form to be u s e d .

to each

school,

the

three

areas of f ac ul ty power were gi ve n equal weight.

Ra ti ng s

f ac ul ty power were

for each of

the three areas

as si g n ed to each

using the

i n st itu tio n

foll ow ing system:

Author itv
sole

5

pr imar ily f a cu lt y author ity
but with some a d m i n i s t r a t i v e
involvement

4

pr imar ily a d m i n i s t r a t i v e aut ho r ity
but with some f a cu lt y in vo lvement

2

sole a d m i n i s t r a t i v e author ity

1

ratings

institution,
Table

rating

f a cu lt y author ity

When the

9.

the

in the
nine

The three

e v a l u a t i o n are

for

three areas

institutions
me asures

as so c ia t e d at

using Kend al l' s co e f f i c ie nt

are total ed
are ranked as

of extent
the

of peer

.05 level

of con cordance.

for

each

s ho wn
re v ie w

in
in

of p r o b a b i l i t y

163
Table 9.

Faculty Power

in Faculty Evaluation

R at in gs

criteria
development
Institut io n

in Thr ee

c r i t e r ia
development

Areas
conduct &
report
e v a lu ti on
total

Oakland
University

14

S a gi na w V a l l e y
State Colleg e

12

Easter n M i ch i ga n
University

12

Central M i ch ig an
Un ive rs ity

12

Wayne State
University

10

No rthern M i ch ig an
University
Weste rn M i ch ig an
University
Lake Superior
State Colleg e
Ferris State
College

rank
order

164
The A p p r e n t i c e s h i p Period
The

seco nd

p ro ce du r es

e x a m i n e d here

d e fi ni te

end

fa cul ty

power

individual
two

to the

fa cu lt y

set

after

whi ch the

order

to

for

There are
or

end

tenure d

and

(2)

evaluation
All

range

is gi ven

by
The

apprenticeship
number

of

p r o b a t i o n a r y period,
be granted

the cur ta il me nt

tenure

of routine

when tenure

is granted.

first cr iter i o n :

sp ec if ie d

in

limit to the

there
length

For cr iter ion two
no routine

frequent

of the

evaluation

for

rout ine e v alu at ion

for

fa cul ty

nine

m e m b e r , and

institutions

with set

from se ven to five

ma x i m u m
years.

annual

nat ional-based s t u d y

had a m a x i m u m p r o b a t i o n a r y

This

lengths.

The

wh ich have any

is s imilar to the

where in 64% of
period

studie d here

Seven y e a r s , the

in four of the e ight con tr ac ts

m a x i m u m probat ionary per i o d .
of a

area

fa cul ty m e m b e r s .

p robat ionary periods

max im um s

is a

en jo ye d

a ma x i m u m

or

for the

for p r o b a t i o n a r y

for tenured

there

In this

the

(1)

possibilities:

but one

to which

that

fa cul ty member

poss i b i 1 it ies

e va lu at io n

au t o n o m y

facult y member must

fa cu lt y m e m b e r , less

tenure d than

in

their d a y - t o - d a y work.

a p p r e n ti ce sh ip ,

of the

three

of

are:

probat ionary per i o d .

there are

mode,

in

is not a c o n t r a c t u a l l y

of the

have

the

two

form

to d e t e r mi ne

be retained;

evaluation

is

the

d e fi ni te

years

f a cu lt y power

is the ext en t

me mb e rs

used

has a

in

a p p r e n t i c e s h i p period.

takes

c r it er ia

period

factor

the

finding

institutions

of seven years

(Johnstone

165
1981,

p . 37).

of the

At most

of the

p r o b a t i o n a r y period

rank,

those

with

probationary

in st itutions the m a x i m u m
varies with the

higher

periods.

rank

Full

facul ty me mb er 's

having

professors,

t y p i c a l l y have a m a x i m u m p r o b a t i o n a r y

length

the

sh ortest

for

example,

period of one or

two

years .
The

extent

g r a n t i n g of tenure
at

three

of

m e n t io ne d

the

re a p p o i n t m e n t
or

the

but

three

whether

cur ta il ed

The gre ate st a u t o n o m y

institutions.

of

At

these,

in the context

promotion.

Three

other

pro ce du re s a l l o w i n g
is

not

require d

for

tenure d

or

institutions,

probationary,

This p r o c ed ur e allo ws

all

such as

gr ant ing of
have

autonomy

in which

tenure d

facult y

they are ev al uat ed ev er y three years
rema ining

is

of rev ie w and

institutions

less

upon

is found

ev al ua t i o n

probat ionary facult y m e m b e r s ,

evaluation

members,

is

for p ar ti c u la r emp lo ym en t decisions,

contractualized
annual

varies.

e va lu at io n

in the c o n t ra ct s on ly

recommendation

tenure,

to which

or so.

faculty

are e v al ua ted

Ab

members,

every y e a r .

the least a u t o n o m y for tenur ed

f ac ul ty

members.
In order

to rank

these two cr i t e r i a
autonomy,

each

given below:

the nine

institutions a c c o r d i n g to

which make up the compo sit e m e as ur es

is rated on the two parts

for

of this var ia bl e as

GXlteclfl.

rating

Set p r o b a t i o n a r y period:
no time
defi n it e
E v a l u a t i o n of

limit
time

tenured

1
limit

2

faculty:

annually

1

periodic al ly , but
than a n n u a l l y

less

fre qu en tl y
2

not on a regular basis

The two

ratin gs are co mb in ed

for each

institutions ranked a c c o r d i n g to their
in Table

10.

3

inst itu tio n
total

and

the

rati ng as shown

167
Table 10.

End to Apprenticeship

R a t i n g As signed
Apprenticeship
E v a l u a t io n
set p r o b a t i o n a r y
of tenured
Ins ti tu ti on
period
f a cul ty

Total
rating

Rank
order

Oaklan d U n i v e r s i t y

2

Wayne State
University

2

S a gi na w Val le y
State Colle ge

2

Centra l Mic hi gan
University

2

W e st er n Mi ch ig an
University

2

Ea st er n Mi ch ig an
University

2

2

N o rt he r n Mi ch i g a n
University

2

1

Lake Superior
State College

2

1

3

2

Ferris

1

1

2

1

State C ol le g e

168
Usi ng Ken da ll 's
the rank
ran kin gs

co ef f i c i e n t

order of the nine
on

evaluation.

each

of

Ran kings

of co nc ordance.

Table

11 give

i n st it uti on s based on their

the

three

of eac h rather

separa te

total

el em ent s

of

than ratings are added

in order to give equal wei gh t to each of the three measures.

Table

11.

Overall F a c u l t y Power

I ns ti tut ion

in F a c u l t y Ev al ua ti on

Rank Order

Oaklan d U n i v e r s i t y

8

Sa gi na w V a l l e y State C ol le ge

7

Ea st e r n Mi c h i g a n

University

6

Ce ntr al M i ch ig an

University

6

Wayne

State U n i v e r s i t y

5

N o rt he rn M ic hi ga n U n i v e r s i t y

4

We st e r n M ic hi ga n

3

Lake

Sup erior

Ferris

University

State Colleg e

State Colle ge

2
1

169

E v a l u a t i o n and A s s oc i at ed Pr of es s io na l
and B u r e a u c r a t i c V a r ia bl es
F a c u l t y power
the

p e r c e n ta ge

However,
level

these

using

in e v a l u a t i o n

of

f ac ult y

two

F a c u l t y power

rank

in e v a l u a t i o n

the other

me as ur e

the status

of the type of

Faculty
var iables

of

in

administrators:

order

Ph.D.

at the

.011

is not s i g n i f i c a n t l y re lat ed
stature

of

the

to

faculty,

institution.
is not

b u r e au cr at ic

a s s o c i a t e d with

re sp on si b i l i t i e s

s t u d e n t / f a c u l t y ratio,

en ro ll m e n t growth,

the

to

c o r r e l a t i o n coefficient.

this area

in fl ue n ci ng

holdin g

are as so c i a t e d

pr of es si on al

power

d i r e c t l y relate d

membe rs

vari ab les

S p e a r m an 's

is

or e x p e r i e n c e of

size

of

layoff

of

institution,

or re du cti on of

faculty.
C ha rac ter ist ics of union
to be a s s o c i a t e d

with

facul ty p o w e r .

of agent,

days

A lt ho ug h

no a s s o c i a t i o n

power

was

which

have

b ar ga in in g

longer.

been

Overall

or ga niz ed are p o s i t i v e l y

using
further

S p e ar ma n 's

rank

inv est iga te

order

this,

of years

faculty

organized,

in

in power c h a r a c t e r i ze

org an ize d
faculty gains

for
and

a ss oc ia te d at the

co ll ec ti ve
number

in e v a l ua ti on

of

.022 level

c o r r e l a t i o n coefficient.

changes

found

organized.

cu r r e nt

of years

g r ea te r gains

not

include status

found be twe en

and the number

of change,

faculties

years

These

out on strike and number

in e v a l u a t i o n

the ana ly si s

o r g a n i z a t i o n were

To

and tenure

170
pr ovi si on s were examined.

Table

12 shows

the p e r c e n t a g e s of

faculty gains a mo ng these changes.

Table

12.

Gains

in E v a l u a t i o n and Tenure

P e r c e n t a g e of C h an ge s
w hi ch were F a c u l t y Gains
Ins ti tution
Ferr is
Lake

67%

State C o ll eg e

Superior

100

State C ol leg e

N or th e r n M i c h i g a n U n i v e r s i t y

44

Eastern Michigan University

40

We st er n M i c h i g a n U n i v e r s i t y

29

Cent ra l M i c h i g a n U n i v e r s i t y

100

S ag ina w V a l l e y State C ol le ge
Wayne

80

State U n i v e r s i t y

100

Oaklan d U n i v e r s i t y

The
change s

above

made

ins titutions

in

33

cha'nges
all

co n t r a c t

the av era ge

e v a l u a t i o n and tenure
less than the av era ge
all ch ang es
The

p er ce nt ag e

evaluation
pro fe ss io na l

and

st at ur e

of

of

is 62%.

Am on g
fa cu lt y
This

the

total

the
gains

nine
in

is som ewhat

of 68% fa cul ty gains among

provisions.

wh ich a

tenure

13%

areas.

p er ce nt ag e

pro vi si on s

in c o n t r a c t
ext en t to

co ns t i t u t e

is

fa c u l t y has
not re lat ed

mea su re d

either

gaine d power
to

the

as

pe rc en t a g e

in

faculty's
of

171
fa c u l t y

m em be r s h ol d i n g

institution.

Further,

p ro vi s i o n s

is

evaluation

nor with

However,

nor

f a cu lt y ga i n

not

pe rc en t

the Ph.D.

associated

curre nt

number

are p o s i t i v e l y as so ci ate d.

It ap pe ar s

have the higher

of Ph . D . 's

greate r

pov/er

in

negotia ti on s,

ev a l u a t ion

but

of

and cu rr en t

pe rc e n t a g e s

se cu re d

type

of

tenure

power

in

years organized.

power
that

in e v a l u a t i o n

faculties

did not gain

t hr oug h

this

of

in e va lu at io n and

wi t h

the total

of Ph .D .' s

stature

which
their

success ive co nt r a c t

greater

power

in

their

initial contra cts .
A dv er se
shr inkage

con dit ion s,

and

associated

layof f

wi th

such as

or

faculty

fac ulties

with gr e a te r

percentage

of me m b e r s

enr ol lm en t s t a g n a t i o n

fa cul ty
power

in

reductions,
evaluation.

p r o f e s s i o n al

adverse

their

apprenticeship

cond it i o n s .

m e mb er s wi t h

a Ph.D.

enrollment declines
association

between

creden t ia I s , i.e.

or

period even

in

the

a high

their

are not

free

var iables

face

from threa ts

and

of

pe rc e n t a g e

layof fs or reduct i o n s .
these

high

one another and have a

Fac ul t ies with
degree

not

Apparently

with a P h . D . , are able to re ta i n

profess ional pr er o g a t ives to eva lua te
limit to

are

or

There

of
of

is no

p er ce nt ag e

of

Ph.D.'s.
11 m a y

b e , as

k e y profe ss ional

the or y s u g g e s t s , that ev al u a t i o n

pr er o ga t ive and

relate d to p r o f e s s i o n a l
power.

It

may

statu re

a l s o be

as such

is

more d irectly

than other areas

the case

that

is a

of

facul ty

an a d m i n i s t r a t i o n

172
allo ws a fa cul ty to reta in wh at e v er
secur ed

the a d m i n i s t r a t i o n may

s e c u ri n g the

the

it m a y

in e v a l u a t i o n d u r i n g the n e g o t i a t i o n of the

co nt r a c t becau se
of

involvement

flexibility

institution.

ad m i n i s t r a t i v e
tenure,

it

These

c o nt ro l

original

have other methods

be li eve s

other

have

it needs to manage

metho ds

may

over a l l o c a t i o n of funds,

include

g r a n t i ng

of

d e t e r m i n i n g c u r r i c u l u m and s c h e d u l i n g of courses.

Con cl us io ns
Two a sp ec ts
e v a l u a t i o n of
per io d

f ac ul ty and

f a cu lt y

Most

A few have
Faculty

steps

seven

authority

nine

or

ad mi ni st ra ti on .

authority
con tr ac ts

of

fa cu lt y

to
of

four

has a minor role;

of
and

of

these

measured

faculty

the

in

three

and re p o r ti ng

equally

Decisive
is

as

de ve l o p i n g

faculty

institutions,

cr it e r i a
the

in

In cr it er ia d e v el op me nt,

in this area.

approve

is

evaluation:

authority

At two of the

wh atever

some power

and c o n d u c t i n g

institutions,

shares

the b e g i nn in g

evaluation

of the evaluation.

of the

no power

peer

approving criteria

the resul ts

peer

of the a p p r e n t i c e s h i p

of d e p a r t m e n t a l

p ro ce ss

here:

or no power.

in

influence

of the

criteria,

the e n di n g

facu lt ie s e n j o y

little

power

a u t h o r i t y or

are ex amined

m e m b e r s t y p i c a l l y serve at

their careers.
areas.

of e v a l u a t i o n

the

at

has de ci si ve
with

the

f a cu lt y has

or sha re d

faculty

characteristic

of the

institutions;

in one the

in four no f a cul ty power

faculty

is provided

173
in this

area.

The

fa cu lt y has

a u t h o r i t y to condu ct and report
seven

of the

two.

Lo o k i n g at

each

institution,

either dec is iv e

no

power across

or e q u a l l y shared

aut ho r ity in all

the

d e c i s i ve

two of the three areas

or

asp ec t of

measures

the

length

areas at

at

power e x a m i n ed

per iod

and

Once

tenured,

at

consideration

promotion,

Tak in g these
that

for

two a s pe ct s

into con si de ra ti on ,

the ap p r e n t iceship

only three

of the

Overa ll
p r oc ed ur es
autonomy.

per iod t ru ly

ends

facul ty

of

the

such as

institutions.

we can co nc lu de
for

f a cu lt y at

institutions e x a m i n e d .

in

gr an t i n g
At

three

the

limit

institutions;

some sp ec if ic p u r p o s e ,
at three of

to

re lative

m a x i m u m time

less

periodically

(2)

The

f a cu lt y m e m b e r s .

of the

on l y for

is

limitation

m em be rs are ev a l u a t e d a n n u a l l y at three

i n s t i t u t i o n s ; and

here

(1) co n t r a c t u a l

institutions.

but

in

per i o d .

per iod has a sp e c i f i e d

frequently

power

(or probationary)

probationary

all but one of the

o£

auth or ity in

little or no

freedo m from rout ine ev a l u a t ion for tenur ed
The p r o b a t i o n a r y

four

institutions.

facul ty

of this end are
of the

at

faculty has de ci si ve

e q u a l l y shared

at t h r e e ; and

the end to the a pp re nt iceship
two

all three are as

three

a n y of the three areas at two of the
The second

involvement at all at

one can see that the

institutions,

shared

the results of e v a l u a t i o n at

in sti tutions and has
fa cul ty

or

e v al ua t ion
the

only one

three

facul ty

institution

inst it ut io ns

co ns id e r a b l e
is

power

there an a b s e n c e

have
and
of

174
peer

e v al u a t i o n

and

minima l

autonomy

according

to

the

measure s used here.
Power

in this

perce nt ag e

of

area

facul ty

is

directly associated

m e mb er s

ho ld in g the

finding

su pp or ts

the

general h y p o t h e s i s

stature

en hances

the

power a

Pro fe s s i o n a l
in

se cu r i n g power

in this

the

other

al t e r n a t i v e
power.

var ia bl es

explanations

This

a p pe ars

area.

w hi ch

There

a

This

the workplace.

is an

influence
absence

of

in e v a l u a t i o n and any

have

to p r o f e s s i o n a l
to be

in

be an o v e r - r i d i n g

as s o c i a t i o n b e tw ee n high f a cu lt y power
of

Ph.D.

he

that p r o f e s s i o n a l

g r o u p has

statu re a p pe ar s to

wi t h

been

p r o p o s ed

statu re

key area

of

for

as

facul ty

power

for

a

profession.

F a c u l t y Power in Ten ur e Deci si on s
at the Nine Inst it ut io ns

Intro du ct io n
Di s c u s s i o n s
opinions about
facul ty holds
faculty

tenure

the nature

is

politically

of man.

that tenure pr ov id es

membe rs

unproductive.

about tenure p r odu ce

to

rest

Ne ga t i v e views

n e c e s s a r y to protect
motivated

on

A more cynic al

vi e w about

job s e c u r i t y w h i c h allows
their

laurels

of a d m i n i s t r a t o r s
f ac ul ty

harassment

a u t h o r i t a r i a n administ ra to r.

a broad s p e c t r u m of

of

and

state

members against
facul ty

members

be
that
the
by

175
The conce pt
this

of tenure

latter possibility.

a d v an ce m e nt
s ec ur it y

unpop ula r

ex pa nsi on

ideas

immediate

commonly

dec id in g

whethe r

qu al if i e d
schooled

or

fact,

com mi tm en t
ex amined

procedu res
The

not a

to

retain

of

erosi on

that

given
Faculty

role

in

memb er

is

onl y those

to make

such

tenure d e c i s i o n s

they

entail

long

employees.

of these

the

in

among the nine

informants

that

ori gin al

the

co nc er ns

are,
term

P r ov is io ns
as

purpose

well as

of

tenure,

for

tenure

freedom.

variati ons

re l a t i o n s h i p

have

some

are qu a l i f i e d

be cau se

reflec t both

aw ar en es s

have

T h e y argue

part icular

c o nt ra ct

is

pr ovi sio ns

inst it ut io ns are d e s c r i b e d

betwe en

institutional va ri abl es
of

ranks.

job

progress.

p r o b a t i o n a r y facult y

de ci si on s

the

to

concerns.

sho ul d

di sc i p l i n e

p ro te ct in g aca de mi c
The

they

Ad m i n i s t r a t o r s argue

here

c on tin ued

to underli e

to

in te lle ct ua ls

necessary

and pr a c t i c a l

to join their

fiscal

as

of

p u rs ui t of this goal

believ e

in their

decisions.
in

seen

of kn ow le dg e b e l i ev ed

to some

eye

n e c e s s a r y to

Protection

was

in

speech,

with an

was to be pr ot ect ed by the

tenure.

Custom s d e v e l o p e d

membe rs

Free

of understan di ng ,

pro vid ed by

holdi ng

rise

was de v e l o p e d

f a cul ty
discussed.

about t e nu ri ng -i n and the

of tenure are summarized.

power

and

Par ti cu la r
as so ci a t e d

below.
other

con cer ns
fear of

176
Measuring Faculty Power
Faculty
tenure
this

In Tenure Decisions

inv ol ve men t

varies g r e a t l y
study.

At

am on g the

all

nine

formal a u t h o r i t y to g ran t
res tr ic te d
r ec omm end

tenure,

appea l

coll egi al
Th ro u g h

by

li mi tat ion s

variou s

exa mi ne d

the

on

right of
con di ti on s

and/or

deni al

types

boards

the

to

a

in

have

facult y

to

under which

the

faculty's

right

ar bi t r a t i o n

has a u t h o r i t y to grant
of provisions,

from ver y little

of

But this a u t h o r i t y ma y be

the

tenure,

r e v i e w bo ard wh ic h

m ay range
becomes

institutions,

administrative

these

the gr an t i n g

nine schools

tenure.

contractually

a d m i n i s t r a t i o n m ay d e n y
to

in r e c o m m e n d i n g

to ef fe cti ve

or

a

tenure.

faculty a u t h o r i t y
control

over

who

ac cou nt

in

tenured.

When

these

factors

examining

the

levels

fa cul ty

of

are ar r a n g e d

co nt ra ct s

at

influence

be low a c c o r d i n g

b e g in ni ng with those
g r ea te st

are

fa cu lt y

taken

the nine
emerge.

into

institutions,
These

to relative

in sti tut ion s whose

four

four ca teg ori es

faculty

influence,

provis ion s

al low the

influence.

Gr ea te st F a c u l t y A u t h o r i t y
(1)

Eff ec ti ve

facult y re co mm e n d a t i o n

restrictions
o ve rt ur n
(2)

Shared

on

with exte nsi ve

administrative

authority

to

fa cu lt y recomme nda tio ns.
re co mm en dat ion ,

with st ro ng checks

a d m i n is tr at iv e

on a d m i n i s t r a ti ve

dec is io n

authority.

177
(3)

Shared

recomm end ati on ,

wi th weak

(4)

checks

a d mi ni s t r a t i v e

decision

on ad m i n i s t r a t i v e authority.

Sole a d m i n i s t r a t i v e authority.
G r e at es t A d m i n i s t r a t i v e A u t h o r i t y

Ef f e c t i v e F a c u l t y R e c o m m e n d a t i o n with
E xt en s i v e C o n s t ra in ts on Ad mi ni s t r a t i v e
O v e r t u r n of F a c u l t y R e c o m m e n d a t i o n

At three
have great

of

the

influence

Universi ty ,

Fe r r is

Univ er si ty ).

State

these

re qu ir es

an a r b i t r a t i o n

institutions,

"de novo,"

Michigan
three,

contractual

guidelines

to me a n

so long

that the

authority

to

grant

contracts,

evaluation

in its

co nt r a c t

Mi ch i g an

further

University,

s t ip ul at es

based

upon

review.

that the

facul ty

However,

produce
that

cannot

the d e p a r t m e n t a l
followed

Informants

cr it er ia were made

appear

of

r e c o m m e n d a t i o n be given great

departmental

tenure.

would

the

as the d e p a r t m e n t

re q u i r i n g that a facul ty member
It

award,

re v i e w and r e c o m m e n d a t i o n

but must be

report,

advanced.

Central

var y among the

Ea s t e r n

The a r b i t r a t i o n award

r e v i e w and

this

faculties

(Eastern M i c h i g an

and

pr ov is io ns

subsequent administrative
begin

de c i s i o n s

College,

that the d e p a r t m e n t a l

weight.

d e p a r t m en ta l

below.

A c c o r d i n g to
of

in tenure

C o n t r a ct u a l

as d e s c r i b e d

one

institutions,

interpret

have de ci si ve

in the

subsequent

more ri go ro us
original

should

the

a

work

by

to be

department

173
re c o m m e n d

for tenure

requirement,

the

a f a cul ty member

administration

who had not met this

could

ove rt ur n

r e c o m me n d at i o n wi t h ou t v i o l a t i n g the co nt rac t as
by the a r b i t r a t i o n award.
are given
attempt
and

for the

to

Among

new criterion.

enco ura ge

the a d m i n i s t r a t i o n to
the

influence

regain contr ol

c o n se q ue nc e s

the second

State

College,

great

influence

d e p a r tm e n ta l

re commend

i n st itu tio n

two

co nt r a c t

over

by

At this

for facult y

sent

to the

dean

affairs.

The Pres ident

clear

surface,

and

the

for tenure.
arbitration
appear to

for

re a p p o i n t m e n t
which

years

by the
has

must

a

faculty

First,

the

by

grant

way
for

to

of the
ac ad e m i c

tenure

to

those

language has not been s u b je ct ed

reversal

but

of

The second,

probationary

three

the

Ferr is

a list of those

Pr esident

interpre ta ti on

make

permi ts

g ive

vice-president

The

r e c o m m e n d a t i on difficult.
provi si on

category,

decisions.

for tenure and pr epares

which is

r e c o mm en de d

in this

the respons ib i1 ity for re co mme nd ing

appropr iate

board

cr i t e ri on

an

faculty's

tenure.

provis ions

tenure

faculty has

faculty membe rs

served

the

it is an at te mp t

over

of the new

it is

in tenure d e c i s i o n s are not c l e a r .

At

to

interpre ted

Some believe

Others cl aim

a

two e x p l a n a t i o n s

s c h o l a r s h i p and enhance

i n s t i t u t i o n 's s t a t u r e .

writing,

informants

such

or

the
related

faculty
more

to

a d m i n i s t r a t i o n to a
faculty

majority.

would,

c o n t ra ct ua l
who have
denial

colle gia l
This

the

d e p a r t m en ta l

member s
appeal

on

of

review

board

has

179
a u t h o r i t y to ov ert ur n such de n i a l s and
So far,

this

appli es

to

board has used the
t e r m i n a t i on

decisions,

te nu re - li ke

informants,

At
University,

third

the

influence

the

d e p a r tm en ta l

facult y

and

facult y

have the
as

decisions.

s u c c e s s i v e l y to

the chair

errors may
limited

in tenure d e ci si ons

facult y

in st itutions
end

of

make

the process
role.

routes.

to co mm en ts

that

of tenure

and are
in

the most

is

forwarded

(a b ar ga in in g
In the

faculty ag ai n

but the
The

a

e mp loy me nt

of tenure may

a r bit ra tio n,

the
In

and the Board.

the

At

the de pa rt me nt al

G r i e v a n c e al le g i ng

on procedure.

here.

is explicit.

of the d e p a rt me nt

denials,

Mich igan

P r i o r i t y of

recommendation

the Provost,

of

be taken to

grant tenure.

ex amined

judgments

Gr i e v a n c e of a de n ia l

possible

give

of the

department

review

strong role.

A c co rd ing

Central

the

to

final

stage,

after

of f a cul ty members

primary responsibility

the dean,

two

their

institut ion,

the c o nt ra ct stat es

unit member),

of

in

two pr ov is io ns

r e te nt ion

has a str on g

peers,
The

regard.

these

f a c u l t y ’s r e c o m m e n d a t i o n

places

qualified,

over

the nine

the be g i n n i n g

of

which

or more years.

the

is g r ea te st among

number

faculty

in this

when taken to ge the r

who hctve serv ed three

granting,

tenured

stat us

facult y ef fe ct iv e contro l

both

just cause st an da rd

thus p r o b a t i o n a r y fa c u l ty member s acquire,

three years,
to

of

rea pp oi nt the member.

has a

follow one
pr ocedural

a rb it ra to r

a r b i tr at or

The second route allows p ro ce du ra l

is

cannot

or other

180
al leg ed vi ol a t i o n s
bargaining

unit

authority

to

When

tenure,

tenured
unless

the

membe rs

heard

by a

m e mb er s ch o s e n
grant

re st riction.
for

to be

tenure

at

rev ie w co m m i tt ee
random.

is

limited

o v e r t u r n i n g de n i a l

Provost's
within

of

projections

by

body's

only

one

a recommendation

for

any department

the co m m i t t e e has

This

of

the number

cannot

the a d m i n i s t r a t i o n ' s

be

of

exc eeded

p e r m i s s i o n to

do s o .

Shared
with

strong

comparison
wh e r e i n
the

recommendation
checks

with

the

wi t hi n

i n s ti tu tio ns

e n j oy

the

this category:

institutions,

and
the

in

of checks
At two

fa c u l t y

Co ll eg e and

No rt he rn

begins with a

institution,
the

M ic hi ga n

may attach

Oakland Un iv ers it y,

department

conduct a

head

chair

University,

Sagina w

(a

re v i e w ac c o r d i ng

member

At

tenure.

There are a

authority.

institutions,

Sagin aw

University,

rev ie w and a report

The d e p a r t m e n t

in st itutions which

and various a d m i n i s t r a t o r s

on a d m i n i s t r a t i v e

of these

category,

N o r t h e r n M i c h i g an Un iv ers it y.

r e c om me nd and the a d m i n i s t r a t i o n gran ts
number

prior

In

in tenure decisions,

three

Oa kl an d

decision

authority.

the

influence

less at

V a l l e y State College,
these

ad m i n i s t r a t ive

administrative

fa culties have great

faculties

fall

on

and

V a l l e y State
re co mm e n d a t i o n

by a faculty
comments.

At

committee.
the

the con tra ct pro vid es
of

the b a r g a i n i n g

to de pa r t m e n t a l

pr oc e d u r e s

third
that
unit)
using

181
de p a r tm en ta l

criteria.

d ep a r t m e n t a l

pr oc e d u r es

fa cul ty committee.
sep ara te

the

re co mm end ati ons .

their

own,

a

Oa kla nd

so

committee,

at these three

the
at

school

and

influence
status

to

of

Control

limit

by the
the same

makes

the

third,

at

Valley

stage.

authority

fourth year.

a d m i n i s t r a t i o n has
re co mme nde d
Pre -t en ur e

c i r c u m s t a n c e m ay appe al

to

who

to the

appeal

Mic hi ga n

Colleg e

members
Prior

only for

N or th er n

State

fa cu lt y

committee.

one

in st itu tio n-w ide

facult y co mmi tte es

re aso ns

fa cul ty member

co ll egi al

facul ty

The deans and the provos t may
of

Sa gi na w

the

of

tenure

At the

ad mi ni s t r a t i v e

facult y member m a y

whe n

also

Mic hi ga n

another

faculty,

institutions.

to their

probationary

reappoint

and

after

and

r e c o m m en da ti on s at this

st i p u l a t i o n s

probationary

forward

At two

is inc reased by a p r o v is io n which gives

rea pp oi nt ed
a

reviews and

level

predominantly

At

involved.

by a

Sa gi n a w V a ll ey State College,

compelling

University.

these

institutions,

the un ivers ity level.

ove rt ur n the r e c o m m e n d a t i o n s
serious

re v i e w

rec om me nd at io ns

is ag ain

re vie ws and makes

Va rio us

involve

U n i v e r s i t y and N o r t he rn

institution,
a

that

three

fa cul ty c o m mi tt ee

co mm itt ee does

committee,

fact,

At all

facult y

re co mm e n d a t i o n s at

smaller,

in

depar tm en ts '

the

institutions,

University,

and

may,

report

The chair and the d ep art me nt may

the deans re vi e w the
make

I nf orm an ts

faculty

pr e-t enu re
have

been

fourth year,

only to the Board
de cid ed

not

to

for r e ap po in tm en t
faculty me mbe rs

a collegial

in

com mi ss io n

182
which

has

final a u t h o r i t y

a pp o in t e e s
together

each
with a

of

and

which

is

the a d m i n i s t r a t i o n

fifth member

who

co m p o s e d
and

the

fa cul ty

is an a r b i t r a t o r

or other

m u t u a l l y ag re ed

upon member.

In this manner,

status e xt end s

the

influence

of a

f a cu lt y member

administrative

all

may

three

institutions,

Valley

committees

State

No rt h e r n M i c hi ga n

not

pr ec lud e

the

arbitrator.

together

to

fourth year.

O ak la nd

number

tenure
At two,

of f a cu lt y

and m a y rever se

of

of

Un iv ersity,

with a m u t u a l l y

over-ruling

facul ty

tenure

acceptable

tenure denial.
p r o v i s i o n s do
den ia l

p ro vis io ns

d e n y tenure,

and

the

by

the

limit

the

granting

of

is o t h er wis e an a d m i n i s t r a t i v e decision.

weak

University,
the

recommendation

checks

un iv ersities,

in

for a

reduce s

procedu re s.

and

Th es e vario us

SJkaXgii
with

co nv ers el y,

University arbitration

a d m i n i s t r a t i o n ' s a u t h o r i t y to
which

the p r o g r e s s i o n

a d m i n i s t r a t i v e de ni a l

Colle ge

review appeals

the p re -t en ur e

deny reappointment

of equal

a d m i n i s t r a t i v e me m b e r s

At

and,

t hr o u g h gr i e v a n c e

co mp o s e d

third p a r t y

tenure

over

have been r e a p p o i n t e d

be ov er t u r n e d

S a gi na w

towa rd

a u t h o r i t y to

m e mb er s once th e y
At

fac ulty's

of two

on

and

proce ss

fa c u l t y
of

decision

administrative a u t h o r i t y .

Western Michigan

the

administration

U n i v e r s i t y and

and a d m i n i s t r a t i o n

recommending

tenure,

both

At

Wayne

two
State

par ti ci pa te

but upper

level

18:3
a d m i n i s t r a t or s '

discretion

in d e n y i n g

or

granting

tenure

is

r e l a t i v e l y un limited.
At

both,

fa c u l t y d o e s
W es t e r n

the p r oc es s

a re v i ew

begins wh e n

and prepar es

M i c h i g a n Uni ver sit y,

depa rt me n ts '

by-law s

a d m i n i s t r a t io n .

Absent

yet

this

contractually enforceable

a r e co mm end ati on.

however,

have not

the de p a r t m e n t a l

al m o s t

been

of the

a p p r o v e d by

approval,

faculty

half

At

the

inv olvement

the

othe rw ise

occurs

only at

the a d m i n i s t r a t i o n ' s dis cr et io n.
The d e p a r t m e n t ' s
at the

two

institu ti on s:

department
Mi c h i g a n

head

to d e a n

University

faculty committee

su bst an t ial .

Upper

grant a c o n f e r e n c e
writing

com mi t t ee

for

alleged

to higher

has

to

a

the

procedural

denial,

deciding
fa c u l ty

or

to

may grieve

violat io n.

back

of the process

procedural

r equ ir eme nt s.

for

tenure,

are

not

tenure.
only

to remand

to

give reasons

with

Arbitrators

but only

tenure.

m a y be re q u e st ed

c o ns ul t

deny

Wester n

predominately

administrative • authority

to a member den ie d

paths

fa c u l t y to

administration.

recommendations

tenure

stage

departmental

school -l eve l,

a u t h o r i t y to gr an t
wh at ev er

follow simil ar

level a d m i n i s t r a t o r s

such a

be fo re

u niv ers iti es ,

from the

which reviews

Limitations

in

recommendations

a faculty
At

instances
do
the

not

both
of
have

decision

is found to have vi ol at ed

184
fch 9K.* £ y ■
a d m i n i s t r a t i v e ___ a n .

Sole

ins ti tu ti on does
facul ty

the

m em be rs

for

Here the d e p a r t m e n t
annu al

have

no role

tenure,

Lake

Superior

who are

and make

the v i c e - p r e s i d e n t

to grant

faculty

me mb e r

completing

the

maximum

allowed

probationary
grievable.

faculty

a n y formal

by

to

the

the

facult y

contract.

re ta in ed

for

period.

member
longer

With

administration

this
to

denied

Such a

its
In

de

tenure

of

di sc re ti on
an award,

facto

one exception,
or

will
after

years

d i sm is sal

as
is

a
not

f a cu lt y have

deny

specifically
an

arb it ra to r

and d e te r m i n e d
tenured,

than the m a x i m u m al lo wab le

g ra nt

to

is the a u t h o r i t y of the

f a c u l t y mem be r
was

tenure

D i s mi ss al

in the process does the

exercise

re in s t a t e d a d i s m i s s e d

for

perform

The a d m i n i s t r a t i o n

number

influence and at no point

administration
limited

is

member.

At no point

State College.

or d e n y tenure.

the

one

in r e c o m m e n d i n g

r e c o mm en da ti on s

if

on l y

a dm in is tr at or s,

for a c a d e m i c affairs.

has sole d i s c r e t i o n
resu lt

fa c u l t y

heads,

e v a lu a t i o n s

At

the

that

hav in g

been

probationary

a u t h o r i t y of

tenure

has

not

the
been

challenged.
The
extent of

distribution
facul ty

tenure de c i si o ns

of

in st itutions

influence and
is s um ma r i z e d

a c c or di ng

to the

a d m i n i s t r at iv e a u t h o r i t y
in Table 13.

in

Table

13.

F a c u l t y and A d m i n i s t r a t i v e
Decisions.

Authority

Authority

in Tenure

Num be r of
In st i t u t i o ns

E f f ec ti ve faculty
recommendation

3

Shared recom me nd at io n,
administrative decision
with str on g ch ec k s

3

Shared r e c om m end at ion ,
a d m i n i s t r a t i v e de c i s i o n s
with weak checks

2

Sole a d m i n i s t r a t i v e a u t h o r i t y

1

Total

9

Tenure and

I n s ti tu tio na l and F a c u l t y Va r i a b l e s

There

are

f a c u l t y power

no

and the

significant

relationships

between

professional

s t at ur e

facul ty

of

the

whethe r

s t at ur e

is m e a s u r e d

as

the

ho ld in g

faculty

m e mb er s

as

statu re

in

tenure d e c i s i o n s

or

percentage
of

the

of

Ph.D.
type of

institution.
In

fact,

faculty

s i g n i f i c a n t l y related
The a s s o c i a t i o n
such

not

found

pr est ig e
here.

of

is

to a n y of the v a r i a b l e s e x a m i n e d

found a mo ng other areas

in sti tu tio na l and

organized,

power

facul ty

may

v a r i a b l e s as number

be

here.

of f a c u l t y power and

agent and s t u d e n t / f a c u l t y

There

not

a pos iti ve

of years
ra tio are

relationship

186
be tw ee n

f ac u l t y power

f a cu lt y has

in tenure and the number

been orga niz ed

for c o l l e c t i v e

test of a s s o c i a t i o n b e t w e e n these
rank

order corre la ti on ,

P er ha ps
ye ars
some

w h at e ve r

o r g a n i z e d and
third,

f a c u l t y power

power

power

t hr o u g h the
Te nu re

in

r e ga rd ed

in

the

fa c u l t y over
de cis ions

b u r e a u c r a t i c model

of the
as

enta i1 ing

is

fa cu l t y

than

about

to

as

they

fa cul ty

we ex pe c t

pr o f e s s i o n a l
fulf ill ed

under

the

fa cul ty power
power

in

expl ai ned

the

of

in tenure

a

the
made

particular
and become a
is the c a s e ,
de ci sio ns

which

are

to

more

facult y authority.

in tenure
These

this study.

term

t e n u r e d , ma y be

If this

p r of es si on al

faculty.

long

d ec is io n best

other areas

f ac ul ty power

findings of

head.

author ity of

the p r e p a re dn es s

st atu re of the

in the

do

pr of e s s i o n a l

c l e a r l y w i t h i n the realm of
Nor wo uld

better

end the p r o b a t i o n a r y period

not expe ct

to

than the p r o f e s s i o n a l m o d e l .

f u l l - fl ed ge d memb er of the pr ofe ss i o n .

v a r y with

by

of eva lu at io n

the de pa rt m e n t

in st itu tio n to the member

f iscal dec is ion

f ac ul ty memb er

we would

betwe en

is a t t e n u a t e d

the related area

tenure

a d m i n i s t r a t i o n rather
by

in

of the

de ci s i o n s ,

commitment

if any,

.097.

tenure d e c i s io ns does not appear

fa cu lt y power

nor wit h the
P er h a p s

in tenure

of

un kn o w n v a r i a b l e .

F a c u l t y power
va r y with

m a y be,

The

Sp earman's

a probability

there

the

bargaining.

two variables,

p r o d uc ed

relationship

of years

to va r y with the
ex pe ct at io ns are

187
Te n u r i n g - i n
When n e g o t i a t i n g co nt r a c t
the

p ro vi si on s which

re la t i ve a u t h o r i t y of the two

parties

administrative concern

to d e n y or grant

tenure,

a major

that all

or most of a f ac ul ty with in a particu lar

ma y become tenured.
1 imited

in

its a b i l i t y

tenured-in
funding,

If this occurs,
to shift

discipline

there a b u n d an t
over-staffed

funding,

a whole.

a d m i n i s t r a t ion

m a y f ind

t en u r i n g - i n

of some of

itself

the

use of

also

leng th of

p ro vi s io ns

ad m i n i s t r a t i v e
ov er r i d i n g
procedures.

such

from the

vicissitudes

1 ittle

could c a r r y

consequence
funds,

unable

however,

among s t u d e n t s .

ins ti tu ti on m a y

of

Were
an

for the

to expand

A number

the

programs
Hence

be reduced

the
by

of co nt r a c t p ro vi si on s

i n d ir e c t l y a d dr es s tenur i n g - i n .

var ious types

u n l im it ed

to the

is

its d i s c i p l i n e s .

C o n t r a c t ._p ro visIons.
d i r e c t l y or

the a d m i n i s t r a t i o n

With scarce

in p o p u l a r i t y

e f f i c i e n c y of

di sc ip li ne

and pr og ra mm at ic c h a n g e s .

with

ins ti tu ti on as

overall

the p o s s i b i l i t y

the a d m i n i s t r a t i o n

department

wh ic h are g r o w i n g

is

re sources a w a y

in re sponse

st ud en t enrollment,

d e te rm ine

of no n-t enu re

track

pr o b a ti on period,
which

prerogative
denial

A mo ng

f a cul ty members,

tenure

make

denial

of

and

prevent

the

throu gh

these are

arbitration

quotas,

and

tenure

an

f a cu lt y from
or

appeal

188
The g en era l
tenure d
a mo ng

patte rn

fa c u lt y me mb er s
the M i c h i g a n

C o n tr ac ts

fa c u l t y

obs er ved

change.

for p r o t e c ti on
members;

e l s ew he re

temporary

faculty

institutions.
app r o v a l
beyo nd

is

the

at

a

State

number

use

one- or two -ye ar
of p a r t - t i m e
is

maximum

appointees.

the

At

co nt r a ct p r o v i s i o n

of

so m e t i m e s

full-time,

ca l l e d

reportedly

i nc re as in g

institutions,

ac c o r d ing to

under w hi ch the
been

El s e w h e r e a d m i n i s t r a t i v e
has been

increased

pa r t i c i p a t e

a

few

of

these

at

re po rt ed

Lake Superior
in ap proval

V a ll ey State College,

full-time

or

"term

least

fa cul ty

of

make such

conditions

the

is
nine

C o n d i t i on s
appointments

M i ch ig an

the

members,

ap po in t e e s " ,

four

f re ed om to

set a

faculty.

i n f o r m a n t s ' reports.

Eastern

use

association

has been dr o p p e d w h i c h

by e l i m i n a t i n g

in se t t i n g the

In creased

f a c u l t y 's role

administration may

increased at

secure d

such a p p o i n t m e n t s

nontenure-track

at

such

term.

Saginaw

"lecturers"

have

of

have

College,

of

study.

use

f a c u l t y members,

for the ratio of part- to

Use

at

f a ci lit ate d

Colle ge by r e d u c t i o n in

an earli er

e x ce ss ive

reported

this

faculties

such ap p o i n t m e n t s .

of schools,

of pa r t - t i m e

have

In some cases

no w re qu i r e d for r e new al

Incre as ed

in

administrations

is

of n o n ­

is also o c c u r r i n g

ex am i n e d

At Sa g n i a w V a l l e y State

initial

use of types

elsewhere

a g ai n s t

greate r a u t h o r i t y to make
of

incr ea sed

in st itutions

r e fl ec t the

ba r ga in ed

of

University.

make such a p p o i n t m e n t s
right

of

f a cu it y

of e m p l o y m e n t

to

for new

189
hires.

Incre ase d use

caus ed
ad ded

the

of

le c tu re rs at Wayne State U n i v e r s i t y

f acu lt y to b a r g a i n s u c c e s s f u l l y

to have

lecturers

period

gives

to the b a r g a i n i n g unit.
An

indefinite

probationary

time

a d m i n i s t r a t i o n more

f l e x i b i 1 ity in

origina l

two

contrac ts,

staffing.

i n s t i t u ti on s

Since

have made

an

their

chang es

in

this c o n d i t i o n of e m p l o y m e n t .

S a g i n a w V a l l e y State College

ad ded

to

a

maximum

probationary
maximum

time

1 imit

period.

t ime

indefinite.

Fer ri s

period,

lengths at all
Tenu re

institutions.

In Ce n t r a l

P r o v o s t makes

projections

f ac ul ty

r e vi ew

administrative
gr a n t i n g

of

exceeded.
University
forbids

the

den ial

At

number

the

otherwise

of t e n u r e ,

may

not

other

Michigan

of the

administrations

the

further,

pr ecl ud e

default,

arbitration

two

facul ty

overr ide

do so

if

pr o j e c t i o n s

institutions,
Univers it y,

A

Wayne
the

its
to be
State

co ntract

of tenure quotas.
institutions,
pr er o g a t ive

the g r a n t i n g
or

the

com in g y e a r .

may

and Centra l

number

of tenured

in the

the P r o v o s t ' s

of three

co nt r a ct

which

caus es

maximum

State C o l l e g e .

in the contr act s

of the

the

per iod

have

M i c h i g a n Un i v e r s i t y ' s

committee,

the e s t a b l i s h m e n t

At a

ex ce p t Fer ri s

in each d e p a r t m e n t

tenure

probationary

p r o b a t i o n a r y periods

in sti tu t i o ns

uniimited

College dr o p p e d

the

quotas are m e n t i o n e d

m e m b e r s nee de d

previously

State

mak ing

Currently

a

of

collegial

the co n t r a c t s

to grant
tenure

tenure and,

throu gh

co m m i t t e e

give

either

rev ie w

of

190
appeals.

Western

tenure t h r o u g h
not

allow

an

to tenure

to

and

that the
needs

f l e x i b i 1 ity in

M i c h i g a n Univ e rs ity

by

w h i c h had p r e v i o u s l y set a m a x i m u m
faculty.

Faculty

p r o t e c t i o n a g ai ns t
pat te rn s

have

in

unit

bargaining

unit e m p l o y e e s .

recognizes

the

membe rs

Central

University

the

or

s t a f f i n g was

increased

dropping

provis ion

en ta i l e d

use

c o n t ra ct ua l
of

these

new

ca n no t

is the provis ion that

be

O ak la nd

d isplaced

in

r ight

more d e t a i 1

in such

use.

to

into

co s t - c u t t ing

me as u r e s

result

posi ti on s

in two contracts.

has

use

non­

the

taped

or

intent

of

the c o n d i t i o n s

The p o s s i b i l i t y

pers on ne l ma y move
should

by

U n i v e r s i t y 's co nt rac t

administrative

administrative

of st udents

some

i n s t r uct io n but ex pr ess es

to a d dr es s

the

for the ratio

a dd ed

a d m i n i s t r a t i o n 's

reproduced

both parties

pro vi s i o n s

At

in d e c i d i n g w h et he r

secured

M i c h i g a n University,

em p l o y m e n t

U ni ve rs i ty do

add it ion to those ment ioned a b o v e .

bargaining

o t h er wi se

be grieved.

a d m i n i s t r a t i o n s ma y

greater a d m i n i s t r a t i v e

of staff ing,

At Centr al

to

tenure.

Administrative

to

di sa llo ws

Colleg e does

tenure.

W e st e r n M i c h i g a n

into a c c o u n t d e p a r t m e n t a l

at W e s t e r n

denial

grant

e x p l i c i t l y provide

not to gr an t

State

and W e s t e r n M i c h i g a n

ar bi t r at o r

University

contracts

Lake Sup eri or

due

State U n iv ers ity

Michigan

take

default.

allow dismissal

Wayne
not

Michigan University explicitly

faculty

been

Provisions

in

of
that

posi ti on s
reduct ion

ad d r e s s e d
re q u i r i n g

in

if
of
new

facul ty

191
rev ie w

or

c o n c u r r e nc e

about

qualifications

d i s p l a c e m en t

and

faculty.

In

by f a cu lt y

members.

above

surrounding

c h an g e s

Me as u r e s

to

that the

academic

freedom;

we a k e n i n g
(2)

v a ri ou s

(3)

job

the

category

members;

composed

(5)

lead to

insecur ity for

of

intended to

for giv in g

the a d m i n i s t r a t i o n great er

or the mi s s i o n of the

involvement
di s cu ss ed

of

in

probable.

faculty

the

c o nn ec t ion
(4)

create a

n on -t en ur e

tenur ing-in

faculty.

Each

of

use

of

as s u b t e rf ug es

ability

ins ti tu ti on

track

to alter

the

witho ut coll eg ia l
these

fears

is

below.

The mar ke t
member s

the

erode

e f f e c t i v e l y toward

trad i t ional

t ec hn iq ue s

programs

(1)

the a d m i n i s t r a t i o n s '

p r ev en t

of

expr es se d

might:

in the ir work ing

attenuate

fear

of

tenur ing-in often

b e tw ee n s a t i s f a c t o r y p e r f o r m a n c e and retention;

facul ty

ways,

tenur ing-in

facul ty membe rs

of tenure

cre at e

difficulty

se c o n d - c l a s s

possible

is somet imes quest ioned

prevent

In formants who are

con ce rn s

goals;

and

to w hi ch the a d m i n i s t r a t i o n ’s

justi fies these

career

the

issues

tenur ing-in

member s and

t r a n s f e re e

f a cu lt y members.

the

ext en t

wea ke n t e n u r e .

ad dre ss con cer ns

the current c o n c e r n of both a d m i n i s t r a t o r s

with

The

the

issues.

refle ct

faculties

such d e c i s i o n s

of

of curren t

Underlying
con tr ac ts

in

for

jobs

is

those d i s c i p l i n e s

most co m p e t i t i v e
for which

P r o b a t i o n a r y f a cu lt y

for

te n u r i n g -i n

in these d i s c i p l i n e s

f a cu lt y
is most
can no

192
longer

expect

that

demonstrated

automatically

guarantee

c o n s eq ue nc es

is

com pe t it ive

a secure

escalation

areas.

for

pe rso ns

cynicism may
high

r e pl ac e

pot ential

areas

is one

when there are

d iscou ra ged

the con ce rn s

in

the

c o nne ct ion

qualifications.

from

the

insufficient

s c h o l a r l y en th u s i a s m and

m a y be
of

a reduced

with ve r y good

will

One of

re qu ire men ts

m a y be

be t w e e n p e r f o r m a n c e and rew ar d
po si tio ns

position.

of

Another

co mpe ten ce

That

persons with

enter ing certain

ex pr ess ed

by some

faculty

informants.
To provi de
of

var ious

types

increased.
enrollment,
track
track
needs
fill
track

of

Dur ing

non-tenure

the

earlier

a d m i n istrators were more

probationary faculty
instructors
or when
regular

tended

to be

These

is not

consequence,

a n y o pe ni ng

use

track

instructors

has

decades

gro wt h

Use

were not

short-term
a v a il ab le

to

of use of no n-tenure

anticipation

for a f a cu lt y

of

po si ti on

note an
f a l 1 ing

in an area

re garded as temporary.

in cre a si ng p r o p o r t i o ns

in

of n o n- te nu re

but some observers

In

g r o w i n g may be

of

willing to add tenure -

pa tterns

pa t t e r n e m e r g i n g .

enrollments,

flexibi 1 ity,

for part icular

qualified candidates

positions.

with

as n e e d e d .

ins tr uc to rs c o n t i n u e today,

additional

which

the a d m i n i s t r a t i o n

As a

of routine ye ar -t o -y ea r

instruct ion are be ing handl ed

by various types

of non-tenure

track

according

facul ty

f a cu lt y

administrative

members,

informants

at a

number

to
of the

and

institutions

193
studi ed

here.

This

a d m i n i s t r a t i o n ’s

staffing

options

when

e n ro ll me n ts a m o ng programs and
the

administrations

may

institutions.

A further

the

of

lower pa y

p a tt er n

does

responding
increases

shift

the n o n - t e n u r e

to

shifts

in

the ease with which

the

advantage

increase

mission

of

their

for a d m i n i s t r a t i o n s
track

types

is

of

facul ty

out that

persons

members.
Some
hired

f a cu lty in formants also point ed

year-by-year

in

non-tenured

track

posi ti on s

may

c o n s t i t u t e a doc ile e le me nt who m a y be un w i l li ng to stand up
for

f a cu lt y

interests

a d m i n i s t r a t i o n and
faculty m e mb er s
typically

in the

faculty.

or to

rests

face of c o n t r o v e r s y be tw ee n the
Final author ity to rehire

shift th e m to te nu re d-t rac k

wi th

the

administration.

insecur ity of the ir positions,
exp ec te d
burden

such

to avoid c o n f r o n t a t i o n
of re present ing

use

of the

serve

various

in

uncertainties.

use

facul ty

interests

of

responding

staff ing and

track

purpos es
to

w hi ch

has

been

toward
noted

then

than

be
The

fa 1 Is more

that

increasing

facult y members

funding

increas ing

the shift

would

the

faculty.

fear

G r ow in g a d m i n i s t r a t i v e

it fa cilitate

e nt er pr is e

m e nt i o n

no n- te nu re

other a d m i n i s t r a t i v e

flexibility

p at te rn

some

Given

facul ty m e mbe rs

h e a v i l y upon the s h o ul de rs of the tenure d
Finally,

posit ions

with a d m i n i s t r a t o r s .

f a cul ty

such

may

s i m p l y pro vi di ng
and

e nr ol lm en t

fa m i l i a r it y with this

c o n t ra ct ua l

freed om

to

university-as-businessby

some

observers.

194
Incre as ing

in te rc o nn ec t io ns

as well as

increasing c o m p e t i t i o n

led

to the

a d o p t i on

be tw e e n

of some

bus iness and

for st ud ent s

marketplace

e d u c a ti on

have

together

perspectives

by

higher e d u c a t i o n a d m i n i s t r a t i o n s .

Stu dents

have come

to be

re ga rd ed as c u s to me rs

of s t u d y a p r od uc t

to be

marketed.

Some

and pr og ra ms

fa cul ty

informants ex pr es se d

p r o g r a m o f f er in gs will be d e t e r m i n e d
school g r a d u a t e s
market

welco me

incre as in g the

introduct ion

of

r a t i o n a l i t y of

university

more

community.

Othe rs

educators

Some m e m b e r s

from

directly
see

their

pa tt er n

of a

shift

fails to r e c og ni ze

the s t r uc tu re
r es po ns ive

An o t h e r

the other

goals

a

co m p e t e n t

sentiments

were

that n o n - t e n u r e
to

track

a

allow administrators

to e a s i l y

larger colle ge c o m m u n i t y
These

vario us

administration

fears

great er

of

by

their e x p er ti se
of this

is that

ed ucation,

Var ious
informants

of
who

it
such

po t e n t i a l

and

these
feared

i n c r e a s in gl y be used

shift

pr og ra ms

a n t i c i p a t e d m a r k e t p l a c e d e m a n d s w i th ou t ad eq u a t e
of the

business

c r i t i c i s m made

will

as

ma k i n g the

the

in te llectual

by f a cu lt y

job

community

resignation

of higher

instruc to rs

future

or

to

as

electorate.

ex p r e s s e d

that

th ink ing

toward e d u c a t i o n - f o r - j o b s

as h e lp in g st ud en ts d e v e l o p their
producing

marketplace

r e s p o n s i b i 1 ity to use

de f i n e e d u c a t i o n .

of

of the college

the cha ng e

to help

fear

by the whi m of the high

act ing on the ir perce pt ions

opportunities.

might

the

to meet

involve me nt

in such decis i o n s .
fa c u l t y

flexibility

about a l l o w i n g
in

responding

the
to

195
t e n u r i n g -i n

have

led

to

restraining administration
as

d i s c u s s e d above.

influence the
tenur ing-in,

This

such as

e x p r es se d
Percen t

by

of

facult y

power.

with the
In

decision-making

facult y

the

te nu re d

selection

is

may

of

respon d to

of

have

be

that

power

on the

some

substance.

to

chapter.

only one

area of

in

have the

influence

causes

b ac kg ro un d

as so c i a t e d

heads.

with

share a u t h o r i t y

wi t h

with the highest

f a cu lt ies

department

concerns

t e n ur in g- in

in the
power,

in sti tu ti on s

the

negatively associated

predicted

faculty

the

mi t i g a t i n g ef f e c t
cu rr en t

some

tenure

of c u r r e n t

is

also

which are d i s cu ss ed

c o n c e r n and u n w i l l i n g n e s s

the c o m p a r i s o n

at

that

te nu re d

as

flexibility,

the co n t r ac ts

and recall,

a bo ut

It

faculty,

tenured:

of

this

the a d m i n i s t r a t i o n to

confirms

fa cu lt y

of

pr ovisions

of this analysis.

faculty

administrative

in ex er c i s e

layoff

section

study

c o nt rac tua l

Other areas

a b i l i t y of

in a s u b s e q u e n t

some

percent of

least

Other

percent

power

factors

have

in
a

of pro po rt io n te nur ed and

power.

Su mma ry
Three a s p e c t s
of
to

f a cu lt y power
re c o m m e nd

administrative

of tenure de c i s io ns make up

in this area.
pe r s on s

for

authority

These are
tenure,

to

(1)

(2)

ov er tu rn

the measu re

f a cu lt y rights
lim it at io ns
these

on

faculty

196
re c o mm en da ti on s,

and

(3)

fa c u l t y

rights

to grieve den ia l

of

tenure.
At three
determines

of the

who

is

inv ol vement at all
institutions,

institutions,

tenured.
in this

the

At

the

one the

deci si on.

faculties'

facult y e f f e c t i v e l y
f a cul ty

has

At the r e m a in in g

power

lies

be twe en

no

five
these

extremes.
Cu rr en t

f ac u l t y

clearly associated
faculties,
here.

not a s s o c i a t e d

the

with a n y

institutions,

Notably,

because

power

of

of the
or

with

a u t h o r i t y based on the

an

of

the

in this

impli ca tio ns
of

is

or ga ni z at io n

statu re

f a c u l t y power

author ity

de c i s i o n s

not

other c h a r a c t e r i s t i c s

union

the p r o f e s s i o n a l

the m o n e t a r y

fiscal

in tenure

of

exa mined
f ac ul ty

area.

is

Perha ps

tenure decisions,

administration

p r o f e s s i o n al

of

exper tis e

overr ides

of

facult y

in

this d e c i s i o n - m a k i n g a r e a .
Both a d m i n i s t r a t i v e and
fears

and

co nc er n s

administrative
impli cat ion s
informants

ab ou t

i nf or ma nt s

basis.

The

of

pr op or t i o n

in

of

facult y

with some

tenure.

flexibility.

fears

ex p r e s s e d

tenuring-in

would

for sc ho larship,

Both parties'

n e g a t i v e l y a ss oc ia te d
here .

spoke

that a d m i n i s t r a t i o n s

with neg ati ve c o n s e q u e n c e s

informants

ch a n g es

for a d m i n i s t r a t i v e

feared

collegiality.

fa c u l t y

and

members

its

The

faculty

erode

tenure;

instruction,

appear

aspect s

The

to have
tenure d

of power

and
some
is

studied

197

Layoff and Recall:
C o m p a r i s o n s of C u rr en t Con tr ac t
P r o v i s i o n s at the Nine I n st it ut io ns

Int rod u ct io n
Four
power

sep ara te me a s u r e s

in

layoff

con t r a c t u a l

and

co nt rac tua l
layoff

and

for

recall

involve me nt

decisio ns,

A number

of

issues arise

and

co nfl ict ent ai le d
of

pro blems

These

often

in Mi c h i g a n
many

have cause d

attention.

had or ga niz ed

in the

of r a p i d l y gr ow in g
brief c o n s i d e r a t i o n

pr ovi si on s
layoff

in

the ea rli er

became

less

whi ch

an

extent

of

faculty

1 imitat ions

the

layoff

in
on

o r d e r , and

the n e g o t i a t i o n

the

the

layoff

the

(1)

in r e c a l 1 p r o c e d u r e s .

The most

in the

(2)

may

of provis ions

are

of

experienced

increased

faculties
born

in n e g o t i a t i o n

whi ch

un iv er s i ti es

in

fa cul ty

are:

under

of

circumstances

decision-making.

ci rc um s t a n c e s

rece ive

va rio us

four

(3)

auth or ity to d e t e r mi ne
fa cu lt y me mb er s

areas

These

co mpa re

fa cul ty member,

of

recall,

to

the co nd it io ns

the rights

and

of

on

layoff a

p r o v i s i on

administrative
(4)

recall.

li mi ta t io ns

administration may

are used

increase

the

in these

four

important
f inancial

Mic hi ga n

1 9 7 0 ' s and
and

fund ing

c ol le ge s

to

and

pr ov is io ns

period

en ro l l m e n t s and

contracts.

and

institut ions

earlie r

was giv en

recent such

1980's.

recall

At

of layoff

where

of opt imi sm

a b un da nt
layoff

to

funding,

and

recall

When the p o s s i b i l i t y

remote and som et im es

immediate,

these

198
earlie r

pro vi si o ns

c on s e q u e n c e
and

in

that we will

in the

to con tin ue
need

26,000

45,000

fewer

Attr it ion

will

reduction,

but

past

(Ginsberg 19 83,
based

on

large

be

The

p.

about

the

1994.

to

available.

1983 and

(Franke
to meet

a number

by

1983,
the

of

Such

has

greater

ed u c at io n c r i s i s :

has

var ied

much

as

50%

for p r o f e s s o r s
prior de c a d e s
for

professor ial

of

when

change

re s o u rc es

due to the other
sh ortages

is

such class es

st a n d a r d s could c o n c e i v a b l y

the

the

b e l i e f s and

to students

The current need

p.

later

one.

some tim es as

T h e y have n o t , in part,

in the higher

be twe en

a s s um pt io ns ab out

a p p r o p r i at e techni que s

refle ct

the

Some p r ed ic t

earlier

s t a nd ar ds d e v e l o p e d du r in g the

These

cause

the s t u d e n t / f a c u l t y ratio

of f a cul ty

59).

the

colle ge age cohort

1986 and 1996

de pen ds upon

few d ec ade s

bec am e routine.

ch an g ed

What

is

En ro l l m e n t d e c re as es

of c o u r s e , on

ratio

cl a s s e s and

today

com bin ed to

fewer profess ors

not

layoff

alter ed p r i o ri ti es

p r ob ab ly be ade quate

based,

or sh o u l d

the

until

b et we en

student/faculty rat i o .

over

of

size of the

probably

p re d i c t i o n s are

cond i t i o n s .

which have

higher education.

sh ri nka ge

are pr ed ict ed

1986 and

Thre at

of ge ner al ec on o m i c decline,

cri sis

foll owi ng

been

revised.

falling en r o ll m en ts

curre nt

67).

were

factors

fund ing

and

priorities.

The

curre nt

" toughest

years."

depression

for both

decade
The

has
worst

the c o u n t r y

been

descr ibed

years
and

for

s ince

as

the

higher

the
19 30's

education

199
(Gray

1983,

eco nom ic

p.

36).

de cl in e

Among

for

support to students,
difference,
high

edu c a t i o n

increases

l ab or -i nte nsi ve
1983,

and

46).

(Franke

f acu lt y

1983,

p.

in budget crises

and

1983,

in

fa cul ty

(Mingle

a cc om pl is he d

p.

it

looms

financial

In
general,
more

the

number

1983,

p.

8).

The

sho rt ag es

p.

and un iv e rs it i es

often

re du ct io n

f a cul ty

can no t

be

in reduct ion,

m a y follow;

of t e nur ed

on

of p r o b a t i o n a r y

final step

exper ience

the

in 1982

based

this

than

total

in state

are more

Where

and

but

can

fear

of

justify.

d i s m i s s e d due to

is " e x t r e m e l y small"

9).

Michigan,

1983,

of the

sh o r t a g e s

e x i g e n c y or progr am reduct ion

comm on and

(Carlson

larger

2 5%

as

per so nn el

Although decreases

fa cu lt y members,

much

Nationally,

(Mingle

are

non-reappointment

faculty me mb er s m ay suff i c e .
layoff of tenure d

such

in st itutions to con sid er

1983,

by attrition,

relatively

of four-year c o l l e g e s

enrollment

led some

and

co ll ege s and u n iv e r s i t i e s

anticipated

d e m o g r a p h i c data

federal

to make up the

On the average,

sal ari es

60).

in

en te r p r i s e s

not actual en ro ll m e n t shortages,

cause

of

p.

of the general

d e cli ne

in tuition,

of the total budget

uni versities,

funding,

are a

inab il ity of m a n y states

for

(Ginsberg

make up 60%

budget

e d u c a ti on

resul tan t

inf lation

the co n s e q u e n c e s

as

in

in both

the

e nr ol lm en t and

more severe
112).
included

M i dwe st

Among

and

Northeast

funding have been

than else wh er e

in

the nine M i c h i g a n

in this study,

in

the nation
co lleges

e n r o l l m e n t s du r i n g

200
the

1960's

per year

increased,
(Michigan

1960-1983).
the e a r l y
2.3%

The

to

D ep a r t m e n t

the

which

there

was no

During the years
experiencing
the

1970's,
The

exa m i n e d
higher
the

here

average,

enrollment

of the 1960' s;

gro w t h rate
rate

inst itut ions

for

M i c h i ga n

inst itut i o n s , 3.54%.
was neg ative

7%,

Fi na nc ia l
problems,

problems,

possibility
industry;
un em pl o y m en t

also

on ma n y
whi ch
and

has

in

avera ge a n y year;

of

re duc ed

caus ed

in

in

institutions

public

and private

in genera 1.

studied

3.4%;

latter

here had a 7%

Dur ing the

was

On

institut ions

9.3% dur ing the

1970 's , the

for

the

nine

the overall Mich igan rate

institutions,

campuses.

nine

educat ion

whole

caused

years

in st itutions

148) .

often

here more

of

Mi ch i g a n

Dur ing 1980,

the nine

have

p.

from

number

i n sti tu tio ns

as a

decade

of

enrollment.

that of

increases

(Mi 1 1 iken 1982,

rate

in

the

higher

the

In

6.3%.

at

to

Report

d e cli ne

7% on the

pa t t e r n

Michigan

at the

for enrollment,
a

1980's,

is simila r

edu ca t ion

exper ienced
part

in the

enrollment

or

7.2%

1 9 7 0 ' s to 1.2%.

s uc ces si ve

1 9 6 0 ' s , the
was

HEGIS

in st itutions studi ed

gr ow t h

of the

3% and

in the

" b a d ” years

bad years

the rate of

Ed u c a t i o n

Wi t h each

M ic h i g a n

frequently experienced

at

beca me shrinkage,

per year.

1983,

of

rate d e c l i n e d

1980's g r o w t h

de cr e a s e

1960

on the average,

in

add it ion to

layoff
The

to

in

3%.
e n r o 1lment

become

decli ne

publ ic

increases

a negati ve

a

real

of the

auto

revenue,
tuition

increased
rates;

has

201
intensified the higher e d u c a t i o n crisis
u n c e r t ai nt ie s and e x e c u t i v e - o r d e r e d
to higher

education

institutions

de c l i n i n g

en r o l l m en ts

reconsider

their

program

in st itution's mission.
or

more major

marginal
Layoff

programs.

s t a t e 's 15
col leg es
Free

Press

panel's
been

at

1983,

p.

of

of some

rumors,

institutions

and

the

even

least
the

the roles and

increasing

have been c i r c u l a t i n g

10).

legislature

29

of the

community

efficiency

of

one

important

is

these w r it te n

yet unfounded,

p.

pro grams

Specialization
While

the

which are

1983,

level,

or
to

by st r e n g t h e n i n g

inst itut ions and

10).

rec omm en dat io ns.

institutions

(Mingle

the state

funds

with st ag n a n t

some

re du c i ng

to examine

the purpose

formulated,

number

in

Budget

of state

n e g l e c t i n g pro gra ms

publ ic fou r-year

for

led

inst itu tio n

be en tailed

has create d a panel

together

Some sp ec ia li ze

their

Similarly,

reduction

offe ri ngs

programs and

wit hi n
ma y

have

in Michigan.

(Detroit
among the

plans have

pos sible

closure

in M i ch ig an

for a

of y e a r s .
During this

the nine

period of fear

institutions ex amined here have

or reductions.

Only one,

V a ll ey

State College,

similar

red uc ti on

Two of the
layoff
faculty

and uncer tai nty ,

of

initiated

layoffs

the most r e c e n t l y founded,

Saginaw

has had

no exp er ie nc e

with

layoff

or

in f o r c e .
inst itut ions had

involving no n- re ap p o i n t m e n t
member

most

at each

of

the

an actual

or an attem pte d

of only one p r o b a t i o n a r y
institutions.

Ch allenge

202
through a r b i t r a t i o n
and

re sulted

with back

p r e v e n t e d the

in r e i n s t a t e m e n t

p a y when

layoff

the A s s o c i a t i o n es ta b l i s h e d
for the

institution,

non-reappointment

layoff when
cause.

in ade qu a c ie s

These

involve

fa c u l t y

of

the

two cases are

the

institution

of the p r o b a t i o n a r y employee

was ad eq ua te work
the

at one

c on di t i o n s

member.
was

that there

At the

other

categorized

as a

facult y member are not

t e c h n i c a l l y layoffs,

typically
p r og r a m

part

of

chang es

or

the

but do not
a

layoff;

financial

di ff i c u lt i es ,

e nr oll me nt

declines.

Most a c c u r a t e l y these might be re ga rd ed as simple

non-reappointments .
At
force or

the

remaining

University,

members.
the

inability to

facul ty

me m b e r s

at

the

in three

the other two.
of

cases and

Most or all

of
three

second threat

of

two.

of the

Ea st er n Mic hig an
failed

e x i g e n c y in

due

the

institutions,

of the

to

face of

reductions

of the

or

f a cul ty

throu gh

layoff at one

revi si on s

problems

re ta i n e d

five

instances and only

Program

financial

were

layoff

in

i n vo lv ing both tenured and n o n ­

in three

other

layoff

not if i c a t i o n
position at

oc cu r r e d

five

re du c t i o n s

least a few to as many

at te mp t

financial

remaining

layoffs

non -t en ur ed

notified

administration's

At the

in force or

of at

At one of the six,

demonstrate

challenge.

involved

institutions,

layoffs were a t t e m p t e d

as 59 f a cu lt y

tenured

six

were

were given

in

m e mbe rs who were

throu gh

rescinded

p l ac em ent

in another

institutions.
of these

This was

institutions

the
where

203
several

years

initiated

e ar lie r a

but

then

layoff

dr op pe d

based
due

to

on

over

ratio was

c o n f us io n

about

c a l c u l a t i o n of the s t u d e n t - f a c u l t y ratio.
Given

in

Table

14 are

ex p e r i e n c e s

of

the nine

layoff

or

instit uti ons and

re d u c t i o n

in

force

the p r o p o r t i o n of

recent years with zero or ne ga ti ve e n r o ll me nt change.

Table

14.

Experience

E x p e r i e n c e with
layoff or r e d u c t i o n
in force
No e x p e r i e n c e

of Layoff

In s t it ut io n

Percen t of the
last 23 years
with zero or negative
en ro l l m e n t change

Sa g i n a w V a l l e y
State Colle ge

9%

Ce nt ra l M i c h i g a n U n i v e r s i t y
Lake Superior State College

24%

Layoff a t t e m p t e d but
pr e v e n t e d due to c h a l l e n g e
groun ds of financial
exigency
Ea s t e r n M i c h i g a n U n i v e r s i t y

30%

Layoff or r e d u c t i o n in
force based on p r o g r a m
revis ions
Ferris State College
Oaklan d U n i v e r s i t y
Western Michigan University

22%

N o n - r e a p p o i n t m e n t of
one p r o b a t i o n a r y
facult y member
a t t e m p t e d under the
layoff pr ov i s i o n s

Layoff or re d u c t i o n
due to financial
problems

Northern Michigan University
Wayne State U n i v e r s i t y

48%

204
The

proportion

of

de cr ea s e d or stayed the
institutions.

Those

which carrie d

out

"bad”

same,

more bad

years,

as

fa cul ty or

changes did not have a n y more
The

e nr ol lm en t

varies c o n s i d e r a b l y among the

based on financial

Institutions which not if i ed

years.

when

insti tu tio ns w h ic h at te mpt ed

layoffs

disproportionately

years,

fewest bad years

and

problems

might

were e x pe ri en ce d

had

be expected.

layoff due

than the avera ge

those

to program

number

of bad

by the college

where no layoffs were attempted.
Issues
provis ion s

u nd er ly in g n e g o t i a t i o n

are d i s cu ss ed

which ad dre ss

these

below.

Issues

next.

Finally,

the

individual

r ights

in layoff

in Re tr en ch me nt
s e c u r i t y vers us

institution are
1983,

actions,
cases.

the most

p.

the

42).

These

In a d di ti on to

revision,

und erlie

financial

no n - r e a p p o i n t m e n t

gov er na n ce

soun dne ss

man y

problems,

of a single

In these cases,
in

issues

nor the major

ins titutions st udi ed

s t u d e n t / f a c u l t y ratio.
shared

financial

fr eq ue nt ly voiced

but are not the only

actions am ong the

as

of provisions

provisions.

Job

(Gray

and recall

ins titutions are ranked on the

faculty author ity and

and recall

layoff

The types

issues are d i s c u s s e d

co ntract of the nine Mi c h i g a n
bas is of

of

determining

here

of the

in layoff

debate s
issues

basis

of

in some
layoff

included program

faculty member,
ac ad e m i c
the

and

and

issues such

m i s s i o n of

the

205
institution,
centr al

te ach ing

impending

financial

f r e q u e n t l y cited
to

by the

dom ai n

it

in a bu siness

But other as pec ts
La yo ff s

ruin.

of the

crisis,

In

order

to

avoid

the

in sti tut ion

ultimate

is cl ea rl y

claim

and

involved

so

prevent

revision.

financial

In

al th oug h

it may

Whether a l t e ri ng

of the

act io n

because

an

either case,

is the p r i m a r y purpose or a r e g r e tt ab le side
qu e s t i o n

In a

shortages,

is affected,

it

in layoff.

mi ss io n

major

the

to authority.

budget

a s e c o n d a r y considera ti on.

is a

to the

p r og ra m revisions.

future

use p r og ra m

have been

the

faculty,

re vi sio ns may

administration may
mi ss i o n of the

not the

institut ion are

pr ogr am

claim

is

of the a d m i n i s t r a t i o n

st rongest

s o m e t i m es entail

from

cat as tro ph e

dramatizes

society,

ad min is t r a ti on ,

pr ovi des the a d m i n i s t r a t i o n ' s

financial

Fin an cia l

F in anc ial a c c o u n t a b i l i t y

of the

includes

institution a w a y

a d mi n i s t r a t i o n ' s

because

the public.

administration
the

disaster.

to s u pp or t

power

re sp on si bi li ty ,
to

d e si re d

to do more than s i m p l y steer

right

freedom may be

concerns.
Flexibility

power

c on di ti on s and ac ad e m ic

the

effect

the answer

may

decide the extent to w h i ch the a d m i n i s t r a t i o n must al low the
facul ty to

par ti ci pa te

traditionally
faculty

about

the d e c i s io n- mak in g.

involved

m a y more

decis io ns
of the

is

in

in

ac ad em ic

decisions.

convincingly

cla im an

a d v i s o r y role

the ac ad e m i c

institution.

A faculty

Whether

programs
pr o g r am

than

The
in

fiscal soundness

revision

is the purpose

206
or a side eff ec t also
protection.

From

sacrificing
save the

touches upon the p r i o r i t y giv en

facul ty

a

jobs m ay

institution,

"tinkering"

with

Co nt ra ct

facul ty

but

not

provis io ns

e n u m e r a t i on

occur.

These

of

c o n d it io ns

condit io ns

may

or br o a d l y defined.

en ha nc ed

by many,

to

provide a

forum for

layoff,

a facul ty

grounds

means

financial

to make

these

which
few,

and to

of

to
for

Sp ecific

may

may be

authority

the

is

A f a cu lt y
to

a

that the

Association

it to be ex am i n e d and
Association

When e n r o l l m e n t

as

a

to

is a

specific,

ca m p u s - w i d e

provis io ns such as a given

financial

or e n r o ll me nt

p r og ra m changes

and

g e n e r a l l y prefers

such

issues

layoff

require

the a d m i n i s t r a t i o n and

"demonstrable

of

res ul t

co nd i t i o n s

the grounds and altern at iv es .

or a

the

conditions.

layoff

a ll ow time

s t u d e n t / f a c u l t y ratio.

chances

under

informa ti on

layoff,

narrowly-defined

ratio

is

n e c e s s a r y to

Ad mi ni s t r a t i ve

exigency

give

the

c o n d i t i o n of

if

be m a n y or

limit

financial

justif yi ng

d i sc us s

perspective,

address

b r o a d l y d e fi ne d

prefers

administration

if it

wh ich

narrowly

de m o n s t r a b l e

justified

job

the curriculum.

include

generally

be

members'

to

exigency"

changes

or alter

reduce

being

the

used as a

the m i ss io n of

the

institut i o n .
The
prevent
facul ty

specific,

de mo ns tr ab le

administrative
members

through

conditi ons

r e t a li at io n
layoff

(White

against
1983,

p.

also

help

tro ub le so me
36).

This

207
issue touches

upon tr ad it io na l

as p r o f e s s i o na l

pr erogati ves.

job

for

protection

union

The

law

to

ac ad em ic
design ed
pro fessor
to prote ct
and

contr ol

contract,
of tenure

reach courts,
and a b se nc e

In

laid off
is

is

d e c i si on -m ak in g.

in

the

of knowledge

of any c o l l e c t i v e l y
recogn iz ed

these

When such qu estions

faith

for

layoff

to show that a
(Gray 1983,

a contract,

c on di ti on s

of

teaching and also

have

in good

covere d

change

is raised

of

When

the

(Franke

is

the

spe ci fi c

help

protect

reason

for

involvement

layoff

if consulted,

require d o c um en ta ti on ,
the d e c i s i o n

protection,

p.
and

against

layoff.

When p r o g r a m

faculty,

of

of ad v a n c e m en t

cour ts

the

conce pt

prerogat ive

the a bs en ce

in

ne c e s s a r y

The

in tenure

inquiry and

goals

the

layoff

r e t a l i a t o r y use of

the

unions.

in layoff actions.

was

layoff

de m o n s t r a b l e

issue

levels as a

of a n t i - u n i o n animus are required

When

the

ac t i v i s t s

d e m o n s t r a t i o n of obj ec tiv e criteria

faculty member

the

of

his own

freedom of speech.

functions

federal

the pr of es s io na l

the so cietal

ba rgained

38).

and

made co nc re te

pr ote ct

to

include

pro te ct io n of

p r o t e c t i o n of the

the c o n t i n u i t y

freedom,
to

concern s

latter p r o t e c t i o n has been made part of

at the state

co n d i t i o n

uni on is m as well

Tr a di ti on al

m e m b e r s h i p and

o r g a n i z a t i o n throu gh

the union.
labor

the

blue collar

but
1983,

is for
may

of the

layoff

often

facul ty

financial conditions,

advise

on pr ocedures

r a re l y share r e s p o n s i b i l i t y
p.

65).

in

Tr ad itionally,

or

or
for
at

208
least

ideally,

the a d m i n i s t r a t i o n

q u e st io ns about
12).

However,

ac ad e m i c

ac ad em ic
the

and

turns to the

pr o g r am change

di st in ct io ns

financial

for

e n r o l l m e n t s and budget s h or ta ges
di f f i c u l t
exe rcise
or

the

to

know

whether

b l urr ed

layoff.

have made

the

com bi ne d

it

as
of

The two

m a n y in st itutions
reta in in g

these t y p i c a l l y
p.

low

no

longer

en ro l l m e n t

42).

L o n g - t e r m planning,
now includes

down some pr og ra ms to ma in t a i n
89).

With

acute

involving enrollment,
the other

can af f o r d

crises

when

others

could

co nd i t io ns

be
and

Michigan University
membe rs

because

of a

of scali ng

any

d e c i s i on

r e qu ir e

that

scrutiny.
ordered r e d u c t i o n s

some ti me s

fiscal

disappeared

formulated
with

of as

(Groty 1983,

or budget will

the Governor

and

(Gray

thoug ht

choic es

shortages,

under close

came . and

re sponses

these

No rt h e r n
faculty

programs

Pr o g r a m

enrollment

previously

or expand

the

r ed uc ti on s

of co ll eg es and un iv er s i t i e s dur in g the

financial

Under

to

fr eq u e n t l y

programs.

the hard

funding

two el em en ts come

In Michigan,

ad eq u a t e

ought

in the making

issues are more

involve pr og ra ms with low

involving growth,

budgets

betwee n

increasingly

exp er tis e

chang es wh ic h are part of layoff are pr o g r am

p.

p.

Sh ri nk in g

administration

its p r of es si ona l

of an a c a d e m i c d e c i s i o n .

1983,

1983,

b u r e a u c r a t i c a u t h o r i t y to make a fi nancial d e c i s i o n
facul ty use

luxury

(Mingle

have become

bases

fa cu lt y with

and

recently
financial

planned

year,
before

carried

falling

in

out.

enrol lm ent s,
to

exigency

layoff
(Carlson

209
1983,
of

p.

111).

fifteen

While

The A s s o c i a t i o n

of the

fa cul ty m e mb er s

the parties

lessened.
though;

The
and

immediate

ideal

were

focus

financial crisis

Sincere

beliefs

facul ty

co nc er n

purpose affect s
alters

layoff

not

programs
ruling

the

co nce rn

in more

In

sho rtages

a dd it io n to

consi der ati ons ,
in de ci si on s
faculty.
the

to

The other,

pr ofe ssi ona l

absence

of a single

1983,

One

a central

authority

the

114).
pr ote ct

layoff

of

for

in st itutions
(White

jobs.
and

p.

come

facul ty

limited

we ak n e ss

body of expertise.

it

18).
of

to be the

it

Higher
in times

12).

reduce

the

p.

the conte nt

importance

is the

b e cau se

1983,

lose

of

whatever

decisions.

departments

factors

lay off.

to

implications

the c u rr en t

two other

from

q u a l i t y pr o g r a m

and more campus

(Mingle

p.

influence

financial

a d m i n i s t r a t i o n gains power and
of financial

A

fa cul ty

faculty to

is reduced as

continued,

e d u c at io n are also causes

layoffs.

the c o m p o s i t i o n of the

1983,

a

the m i s s i o n of the

a b i l i t y of

crisis

the s i t u a t i o n was not

only

of

in d ef in in g

about

financial

act io n shifted

(Bays

ab out co n te nt

f ac ult y involvement

notified.

long range pr og ra m pr ior iti es

for the pr ogr am as se ss m e n t
resist

on behalf

been

r e t r e n c hm en t

the

to

the

Both parti es c o n c l u d e d

Faculty

The

toward
of

gr ie v a n c e s

who had

conferring,

mo m e n t u m

the

and staffing.

filed

of ec on omi c
involve me nt
power

of the

in the e x er ci se

professorate,

of

is the

210
Due to
re sources

limited power,

the

on campus or de te rmi ne

facult y
the

does

institution's

La cki ng a u t h o r i t y to make d e c is io ns about major
the fa cul ty
aspects

is us u a l l y not

of layoff.

The

good" to which end
facult y has
to be the

is

disciplines.
among

re as o n
that

This

faculty's

claims

The

in

of

layoff

for faculties'

exper tis e
is

is

no basic

minor

body of

that

their

about

the

s p l in te ri ng

also

could g r a c i o u s l y endorse a

ar r a n g e m e n t s

being

eli mi na te d

cl aim greate r
the

position

of

disciplines'

tend

or

to manage

neutrality
separate

shared

with

interests.

a

their

ed u c a ti on as a

to

and

a united

by a particular

c o u r t e sy

in return.

when pr og ra ms

The a d m i ni st ra ti on

the

of

d i s a g r e em en t

fall apart

reduced.

the

various dis ci pl in es

the same

to

am ong

justifies

is a barrier

a c ad em ic ex pe rti se than

legal ma nda te

a

in layoff

st re n g t h

pr og ra m proposed

ex pe cti ng

These

the

creates

times the

more abu nd an t

role

institution or

faculty.

each

and

knowledge

expe rt ise

and

discipline,

"larger

opportunity

sp lin ter ed

co mp e t i t i o n a mo ng dis ci pl in es
In

the positive

is made,

pu rs u i ng greater

sp li n t e r i n g reduces

d ec id in g qu es ti on s
whole.

priorities,

in layoff actions.

There

all.

mission.

facult y does not define the

little to gain

A seco nd
dec i s i o n s

in a po si ti on to see

the sacri fic e

"bad guy"

not allocat e

the

faculty,

institution

and

regard

the

to

are

cannot
but has
is

in a

various

211
For these
not

pressed

various

for,

nor

layoff

decisions.

layoff

language are:

authority

to

layoff

co nc urr en ce
sought

and

declare

informing

a

(2)

Sometimes a l t e r n a t i v e s
reduct io ns
layoff

these

language

are

Time

Fa c u l t y us ua ll y

decision,

but some

in

faculty

fa cu lt y have

be

consulted.

of

the a d m i n i s t r a t i o n
for

In

f a cu lt y
which

c on ce rn of

order,

the

the

This

layoff.

such as pay

such cases,
a sp ec ts

must

be

when

of

is necessary.

faculty

to protect

the
Some

c on si de re d

are

seek

that

effort

ex cl us iv e

recall

rights

us ua l l y

part

actual

layoff

the
of
time
of

facult y

Important among

r e q ui re me nt

to lengthe n the

co ns id e r a t i o n and

in neg ot ia ti on

individual

layoff.

and the right to grieve

limits

true

faculty.

place members elsewhere,

first

of the

of

p ro te ct io n

are discussed,

threate ne d with

layoff

for two years,

c on di ti on s

a l t e r i n g some

is pr oc e d u r e s

who are

administration's

the basis

s pe c i f y a l t e r n a t i v e s

Another major

members

the p u rp os e

in

in ne g ot ia ti ng

p ro ced ur al

to

to layoff

result

to laying off

layoff

to

layoff

right

about

c on cu rr enc e

contr ac ts

limit the

sh ift in g personnel.

actio ns

contract,

prior

or

over

necessary,

the

facul ty

to

the

is not u su al l y

the

ef f e c t i v e a u t h o r i t y

layoff

In

be for

have

to p r ovi de

process.

c o n s u l t a t i o n may

generally

f a c u l t y object iv es
(1)

secured

faculties

secured,

The

financial crisis and
the

reasons,

be made

to

ty p i c a l l y

layoff.
the

protection.

re quired

between

f a cu lt y members

212
through

s pe ci f y i n g

study

the

information,

alt ernatives,

and

am o u n t
be

of time

co nsulted,

meet m i n i m u m

no ti f i c a t i on to individual

time

be

slow

and

actions.

D e l ay bey ond

however,

to

for

concern

those

is to have

requir es

layoff

for

that the process
ill- con sid ere d

for

these purposes,

the period of u n c e r t a i n t y and

involved.
freedom

between

layoff.

hasty,

necessary

u n n e c e s s a r i l y exten ds

con flict

limits al low ed

avoid

that

sp ec ifi c

the g r a v i t y of

indi vi dua ls

d e l ib e r a t e

f a cu lt y to

consider

m e mb er s and actual

F a c u l t y m e m b e r s c l a i m that
both institutions and

for the

to

The

major a d m i n i s t r a t i v e

act with su ff i c i e n t speed

to

be effective.

L a yoff Co nd i t i on s
C o nd it io ns
off

are

probably

language.

These

authority

rather

a d m i n i s t r a t i o n has
faculty members

numbers

several.

three

most

important

p r o v i s i on s
than

for

aspect

of

faculty

the c o n t r a c t s
layoff

the

is greate r

laid
layoff

limit p r i m a r i l y a d m i n i s t r a t i v e

vary

power

because

ex am in ed

commonly

of

be
are

authority

if one or

lay off

to co nt ra ct

e nr ol lm en t changes.

scope
than

ma y

included

to

the

here.

from co nt ra ct

Co nd i t i o n s

c h an ge s and

allowed,

a d m i n i s t r a t i on

m ay be

d e c i s i v e a u t h o r i t y to decide

three most

p r og ra m

are

fa cul ty membe rs

and narrowness.
The

exigenc y,

the

in all

C on di ti on s
in

under w h ic h

few

or

financial
If all
of

the

two are allowed.

213
Any

of

these

m ay be

na r r o w l y

pr ov is io n spe ci fy i ng

a ratio

which

laid off.

be

fa cul ty m ay be
allowe d

when

en ro ll me n t c ha ng es
Tak ing
numbers

the

institutions

m ay

and

be

faculty to

students

Most broadly,

both

in d e c i d i n g

off

Those

which are

a d m i n i s t r a t i o n greater

authority;

Some
financial
co nd it i o n
case

because

vol.

IV,

and pay
p.

somewhat.

14).

in

the most

acute
the

institution.

the

authority

or not
whose

to

lay

contracts
give

those with fewer,

ne c e s s a r y
used

unique

the

narrowly

force

us to

term

may be

in st itu tio n

or

Conceivably,

if

an e x ig en cy withou t a financial

to

of

this

through

"a com pe ll in g

interrupt

our normal

Ba rga ini ng Q u a r t e r l y

most

layoff have an element
pr ob le m

to aca dem ia

"financial"

ty pi ca ll y

in the case

to d e s c r i b e

Ex i g e n c y refers

h e e d ...(Co lle cti ve

A lt ho ug h

r es ult ing

wit hin

wh ich

The

to

whether

the terms

law and arb itration.

practices

v a r i a t i o n --

b r o a d l y de fi ne d

is

have a cq ui re d meanin g

set of cir cu ms ta nc es

that

less.

further e x p l a n a t i o n

exigency

of

institutions

ma n y con di t io ns

d ef ine d c on di ti on s a l l o w

layoff might

of each c o n d i t i o n - -t he

according

al low ed a d m i n i s t r a t i o n s

al lo w

under

determines

sources

narro wn ess

ranked

fa cul ty members.

a co ntract

layoff.

ac cou nt

of co ndi tio ns

in

administration

require

into

of

d e fin ed as

narrows

the meanin g

actual

exigenc ies

of financial

one of e nr oll me nt
with in

a

progra m

not typically,
problem.

shortage,
decline
of

there could

the
be

214
The

term

A.A.U.P.

in

"demonstrably
their

1940

bona

fide",

st atement,

under

which

layoff m a y occur

19).

fide"

means

"in

layoff

was

members

not d e s i g n e d

oralter

financial

objective c ri t e r i a
those

laid off,

positions,

The

term

financial

faith

is

1983,

i.e.

that

p ar ti cu la r

the

pretext

p.
the

f ac ult y

of

de mo ns t r a t e d

the

limits

(White

faith",

rid of

under

Good

solvin g

by use

of

for d e c l a r i n g the em e r g e n c y and se l e c t i n g

by r e s t r i c t i o n s

and ab s e n c e

facult y member s

to get

pr ogr am s

problems.

good

by

further

ci rc u ms ta nce s
"Bona

used

b ei ng

on new hires

of e v i d e n ce
laid off

of

malice

(White

1983,

"de mon st r ab ly "

places

exigency

administration

on the

the

for the vacat ed
toward

pp.

burden

of

26,

the
32).

pr o v i n g a

(Murphy

1983,

p.

is also part

of

34) .
The most st r i n g e n t
the A.A.U.P.

statement,

limitation,

is that

which

the e x i g e n c y can be:

an
imminent financial
cris is
which thre ate ns
the sur vi va l of the in s ti tu ti on as a whole
and
which
cannot
be a l l e v i a t e d
by
less
d r ast ic
means (Douglas 1983, p. 33).
This c o n d it io n

is g e n e r a l l y not

admin istrat ions

firm ly

resist

found
such

in co nt rac ts
limitation

of

because
their

authority.
For a
condit ion s

faculty,
for

layoff.

bar gained contract,
being
general

laid off

are ad va nt ag es

In the

ab sen ce

whe n a t e nur ed

th rou gh

gui de li ne s

there

for

the courts
a bona

ne go t i a t i n g

a collectively

fa cul ty member

legal action,

given above

of

to

ch all eng es
follow the

fide e x i g e n c y

in

215
order to de t e r m i n e
layoff

are

rights

a

of the

wheth er

s ub te rf ug e

or not the reasons given
for

de n y i n g

fa cu lt y member(s)

being

the

for the

co ns tit ut io na l

laid off

(Kaplan 1980,

p p . 63-70).
However,
ins titution
pr ob le ms

the courts

be t hr ea te ne d

or

with

re du ct io ns

i ns ti tut ion

or of a

do not

in

require that

the total

financial demise.

Financial

e nr ol lm en t

pr og ra m wit hi n

reg ar de d as ex ig e n c i e s

(Groty 1983,

c o l l e c t i v e l y b a r g a i n e d contract,
co nd i t i o n s

given

the

limit

layoff

courts

in the ab sen ce
Lay of f

to

in

of

Seven of the

" d e m o n s t r a b l y bona

fide

financial

"extraordinary
and

order

have

whether

or

contract.

to

The most

than

of

will

is a

enforce

the
may

those allowed

by

exi gency"
other

decreasing

The word
event

be e v e n t u a l l y

not the word

the nine contracts
layoff

narr ow pro vision

three

exigency",

in the

in

financial

The

financial

"proven e xi ge nc y. "

would

When there

nine contr act s al lo w

fide

cri si s. "

li mit ati on because,

86).

These pr ovi sio ns

va r y w i d e l y

an exigency.

in

entire

institution may be

the courts

conditions

the

of a contract.

to a

exigency,

p.

contract.

c on di ti on s

exa mi ne d here.
the event

fewer

the

of

narrowness,

"proven"

adds

of challenge,

demonstrated
were

refers
"bona

refere nce s

"financial

"d em on st ra te d"

or

in

in

to
are:

exigency",

only a little
the e x i g e n c y
a r b it ra ti on

included

in the

216
Three

c on tra ct s

changes as a

co n d it io n

of Oa kl and

which

student/faculty

co n d i t i o n

gives

by

more

ratio,

to en ro ll me nt

The most na rr o w
an

excess

When the number
six the

number

ma y ensue.

d e cli ne
even

is that

necessary

or re as on ab ly
is

a

of f ac ul ty

Broader

broader

of

to

is

the

a n t ic ip at ed
"i ns uf fi ci en t

in a program".

P ro g r a m

changes

as

in the cont ra ct s

re st ri c t iv e re quires

" di sc on ti nu anc e"
less re st ri cti ve
is

Less

or

of

seven

layoff

are

The most

of a p r o g r a m before

re s tr ic ti ve are the c on di ti on s

"c urtailment"

w hi ch refers

that

for

institutions.

of a

is "program change".

that

determination

c on dit io ns

the d i s c o n t i n u a n c e

m ay occur.

co nd iti on

than

and

reference

a guid el in e

layoffs

dec lin e"

enr ol lm en t

layoffs

as

of "enrollm ent

enr ol lm en t

me nt ion ed

for layoff.

ratio of 20.7.

member s exceed
ma in t a i n this

make e x p l i c i t

programs

facul ty and w hi ch does not

program,

The

si m pl y

or

least
to

and

of

even

res tr ict ive

ad mi ni s t r a t i v e

de p ar tm en ts

need

fewer

e x p l i c i t l y require any change

in

progr am or dep artments.
When

com pa ri ng

a dm in i s t r a t i o n s
the

number of

c ond iti ons must

under

be taken

and

the

authority

a program,

than one,

narrow ne ss

fide
may

br oa d l y stated

allowed

exa mined here,

into co ns ideration.

such as a bona

d i s c o n t i n u a n c y of

a u t h or it y more

of

the nine contr act s

condit ion s

define d conditions,
and

the amount

of

both
those

Two

na rr o w ly

financial

exigency

limit ad m i n i s t r a t i v e
condition,

such as

217
the

administration's

determination

that fewer

f a cu lt y are

needed.
Tak i n g
number

into

a c co un t

of co ndi ti ons ,

the

to the scope of a u t h o r i t y
following

table

does

ad m i n i s t r a t i v e au thority.

both

the

co n t r ac ts

narro wn es s

and

can be ranked ac c o r di ng

a l l o w e d the adm in is tr at io n.
this,

in

the

order

of

The

increasing

218
Table 15.

Cri te ri a
Under W h i c h
Layoff
is Allow ed
at the
Nine
I ns ti tut io ns
in
Order
of
Increasing
Administrative Authority

Central M i c h i g a n U n i v e r s i t y
CM U
may
lay off
bargaining
unit
m e mb er s as
a
result of
c e r t a i n consi de ra ti on s.
Two of
these
considerations
would
be
discontinuation
of
a
p r o g r a m and financial exigency, (p.32)
Lake

Wayne

Superior State College
Whe n e v e r it
is n e c e s s a r y to decrea se
the size of
the
fa c u l t y because
of proven
ex ig encies... (p.
30)
State U n i v e r s i t y
...it
m a y be
necessary
because
of su bs tantial
curtailment
or
discontinuance
of a
program
or
extraordinary
financial
exigency
to
make
red uc t i o n s in personnel.
(p. 11)

O a kl an d U n i v e r s i t y
The two
c i r c u m s t a n c e s in
which layoff
m a y occur
a r e . . .O v e r- R a t i o
Layoff f
and
. . .Pos ition-Shift
L a y o f f ...(p . 34)
"O v e r - R a ti o
L a y o f f ...may
be
s t ar te d
when the act ua l FTE [full-time e q uiv al ent
faculty] exceeds the
number of
FTE req uir ed
[to
maintain a
s t u d e n t - f a c u i t y ratio of 20.7] by more
than 6 . ..(p. 34, 85)
Sa g i n a w V a l l e y State Colle ge
In
the
event of
a
layoff of
a
f a cu lt y member
because
of
financial
exigencies,
insufficient
e n r o l l m e n t in
a program
of the College
in which
the
f a cu lt y member is teaching, or d i s c o n t i n u a n c e
of
s p e c i f i c pr og r a m s of
instruction in which the
f a cu lt y member is t e a c h i n g ...(p . 37)
Northern Michigan University
In the event that the Board d et er mi ne s that in its
ju dgement the layoff
of facul ty may be
necessary
in the
conte xt of budget re ductions
[in order to
ma i n t a i n
a ba la nc ed budget]...,
it is unders to od
that the
Board will
initiate t h i s . . . o n l y
in the
event that it d e t e r m i n e s that a d e m o n s t r a b l y
bona
fide financial e x i g e n c y exists...(p. 34)

219
Table 15 (cont.)
Fer ris

State College
Re t r e n c h m e n t
is de f i n e d
as
a
re d u c ti on in
the
re quired number of f a cul ty in any c u r r i c u l u m area,
de pa rt me nt or s e n i o r i t y group...(p. 21)

W es ter n M i c h i g a n U n i v e r s i t y
Lay off
may
take
place
in
the
f o l lo wi ng
circumstances:
(A)When a bond fide financial crisis
exists.
(B)When
We st e r n
deems
it
pr ude nt
and
appropriate
to
curtail,
modify,
or
el i mi na te
programs,
services,
offerings,
or cours es
of
instruction,
(p. 34-35)
Ea st er n M i c h i g a n U n i v e r s i t y
The following
proce dur e shall be
followed
shoul d
EMU d e t e r m i n e to
reduce the number
of F a c u l t y Me mbe rs
withi n a d e p a r t m e n t
or
pr og ra m
owing
to
its
curtailment
or
elimination,
owing
to
a
reduction,
reallocation,
or eli mi na ti on
of financial
resou rce s wi t hi n
a department, c o lle ge
or
the
University,
owing
to
programmatic
changes,
owing
to a
bona
fide financial
exigency, or owing to an e n ro l l m e n t d ec lin e
or
a
reasonably
ant ic ip at ed
e nr ol lm en t
decline, (p. 12)

220
Consultat ion
In
req ui re d

seven of

the

to c o n s u l t

the

The extent and manner
Consultation
layoff,

me th o d

layoff.
three

The

weight a cc o r d e d
and

allowe d

followed

by

for

the

make
which

the

layoff.

is re qu i r e d

two area,
wi tho ut

need

for

and

in all

one con tr ac t

refer enc e

to areas.

s p e c i f i c time

pe r i o d

Two requi re

facul ty with

to

that

the data

in
the

used to

layoff.

in w h i c h

that

to

re c o m m e n d a t i o n

it in

allow ed a

p ro vi de

The manner

is

and a l t e r n a t i v e s

consultation

in five contracts.

the need

of

in d e t e r m i n i n g

in reduction,

"c o n su l t at io n"

fa c u l t y are

administration
d e t e r mi ne

m a y be re qu ire d

four r e q ui r e

which to respon d

administration

of this c o n s u l t a t i o n varies.

contr ac ts ,

refers s i m p l y to

the

f a c u l t y on some aspect(s)

to be used

In two
areas,

contracts,

the

facult y makes

input varies
com ments
must

input

from si m p l y being

to being

allow ed

be given p r i o r i t y

administration

except

and

the

informed

to

make

a

or be nor ma ll y

for

se ri ou s

and

involved

in

c om pe l l i n g reasons.
Variou s
consult ati on.

fa cu lt y
All

may

be

of the seven c o n t ra ct s which

c o n s ul ta ti on with the
also

bodies

fa cul ty

involve dep art me nt s,

involve

and

some

provide

the Assoc iat ion ,
include

for
most

other co ll egi al

committees.
Takin g all
levels

of

fa cul ty

these

factors

inv olvement

into account,
m ay

be

four general

observed.

The

221
st r o n g e s t

fa cul ty

role,

at

c o n s u l t a t i o n a bo ut the need
to

layoff

and,

and/or

the

At one

limited

a d v i s o r y role.

facult y

is

not

16.

institution,

req ui re d

Consultation

Most
roll

facul ty

of the

the

is so me wha t
a relatively

c o n s u l t a t i o n w i th in

in

decisions.

layoff

in Table

is

the scope

At two,

the
These

16.

Decisions

Ferris

the

fa culties at these

consideration

role

Oakla nd University,
Wayne State University,
M ic hi ga n University,
We st er n Mic hi ga n U n i v e r s i t y

No c o n s u l t a t i o n re qu ir ed

in te rp r e ti n g

lesser

where

faculty has

facul ty

Central Mi ch i g a n U n i v e r s i t y
N or th er n Mic hig an U n i v e r s i t y

limited a d v i s o r y

In

the

Institutions

f acu lt y roll

In t er me di ate
involve me nt

that

institutions,

the

for

of and a l t e r na ti ve s

A so me wh at

in La yo f f

Exte nt of I nv ol vem en t
of F a c u l t y
St r o n g e s t

pr ovides

fa c u l t y r e co mm e n d a t i o n

v a r i a t i o n s are s u m ma r i z e d

Table

metho ds

provides

four

of the

less.

institutions

weight.

fa cul ty at

s tr e n g t h

for,

further

r e c o m m e n d a t i o n has great
al low ed

two

ext en t

is limited by c o n di t i o n s

State College

Lake Superior State College
Sa gi na w V a l l e y State College

differences
institutions,
to which

among a d v i s o r y

roles

one should take

ad m i n i s t r a ti ve

into

authority

under which the co ntract allows

the

222
administration

to

layoff

con di ti on s

strictly

authority,

as

e xt ens ive

would

restricted.
authority
the

event;

dur in g

co n t e m p l a t i o n
an a d v i s o r y

of

two parties

of con tra ct

ag re em en t

of both.

exa mined here
d e ci di ng

to

is not so

layoff

prior

rather

than

author ity,
point

influencing

layoff

negotiations,

prior

layoff,

than having

rather

equal a u t h o r i t y

negotiations.
layoff

the

in time.

is being considered.

for mally

such

to

First,

within the

Any d e ci si on requires

proced ure s

the

in the contr act s

give the a d m i n i s t r a t i o n dec isi ve a u t h o r i t y
lay

re qu ir em en ts

used

to a facult y

layoff

The

is

a di ff er en t

a ny particular

have

that

a

ad mi ni s t r a t i v e

influences

ad m i n i s t r a t i v e

con tra ct

role when

impact

r e s tr ic ti ng

crisis,

during

the ad mi ni s t r a t i o n

its power at

these

ad mi ni s t r a t i v e

facul ty

a fa cul ty

of

If

a financial

have the

in

some a dv an ta ge s

dec is io ns

the

co n s u l t a t i o n

restr iction

faculty ex er cis es

process

not

have where

where

of

layoff to

In effect,

con tr ac tu al

the

ma y

members.

latitude

with

in the contract,

There are

the

in r e s tr ic ti ng

layoff

co n s u l t a t i o n

to

limit

consultation

co nte mp la te d

f a cul ty

off faculty

of the contract,

members.

the

the a d m i n i s t r a t i o n ma y choose

not to

follow the advice

gi ven by

process

of

In short,'

consultation.

Acting with in

in

the
the

faculty dur in g
faculty's

the

pos iti on

is str onger dur in g negotiation.
Secondly,
co ntemplated,

the

when

an

actual

layoff

is

faculty may be more e a si ly divide d

being
because

223
u su a l l y
are

it

is known what d e p a r t m e n t and

likely to be

because

this

know le dg e

betwee n secure
less

likely

stronger

made.

these

lay

f a cu lt y
layoff

at

the

some of

of

and m e mbe rs

more united

a faculty,

for

c on tr ac t

more

is
the

through

an a d m i n i s t r a t i o n
stronger

provisions,

may

advisory

consultation

inst itu tio n and
here.

layoff c on fe re nce s,

Even

if

has

occ urred

there

is no

the parties ma y meet

in an

whi ch the A s s o c i a t i on m ay file

of the adm in is tr at io n.

red uci ng the

alternatives,

gain

ga in in g a

the nine ex am i n e d

layoff action s

included

distinction

is u n d e r t a k e n .

attem pt to settle gr ie v an c e s
over

a

d e p a r t me nt s

under which

layoff may occur at a n y

provis io n

certain,

facult y

than th r o u gh

. R e g a rd le s s
dur in g

The

reasons,

the co ndi ti o ns

role when

less

its position.

limiting
off

is

Du r i n g co ntract ne go tia ti ons ,

and t hr ea t e n e d

to be

is

For

sacrificed.

even which member s

number

to

including

for goi ng

the nine

contracts

be

S e t tl em en ts

laid off

and

have

finding

raises.

Layoff Order
All
order,
will

of

specify

us ua ll y within de pa rtm ent s,
be

laid

c o ns id er at io n

off.

Tenure

in three of

first c o n s i d er at i on

in two

is

by which
given

the contracts.
and the second

the bases

of

the

facul ty membe rs
as

the

first

S e n io ri ty

is the

in two.

Rank

is

22 4
me nt io ne d
re m ai ni ng

in

four.

f ac ul t y

other bases
de p a r t m e n t

Qualifications

is m e n t i o n e d as a

in three contracts.
to dec id e

but one give two
sequen ti al ly ;
and

then,

or more

Some

for

a u t h o r i t y to se le c t
layoff order
to

be

and

or the

the

Rank as a basis

for

great er

typically
promotion
to

administrators

layoff

order

contr ol

than

to

be

re ta in ed

u s u a l l y no

co ns i d e r e d

is co ns i d e r e d

administrators
to be

laid off.

to

of

does

be

the members

determined

the

such time

limit the

limit.

authority.

tenure.

four

am on g

length
where as
Of

the

status.

all

by

the a d m i n i s t r a t i o n

the rank allows

of tenure

as non-tenured,

When

of the department,

pr ovides

differentiate

co n t r a c t s

of

greater

Al th ou gh

final a u t h o r i t y to grant

because

than the two v a r i a t i o n s
all

to be

All

least senior member

allow

have

to

first.

are

in rank and tenure,

prior

order and has

status

re m a i n i n g membe rs

administrators

the

allo ws each

a d m i n i s t r a t i o n has gre atest

administrators

almost

are

the

individuals

qualifications

a d m i n i st ra to rs ,

somewh at

layoff

is based upon the q u a l i f i c a t i o n s

laid off
these

layoff

the

for

first tenure

is to be laid of

bases

consideration

which

a m o n g the no n- tenured,

the d e p a r t m e n t

of

a v a r i e t y of priorities.

bases

for example,

ability

One u n i v e r s i t y

its own basis

pro duced a m o n g the d e p a r t m e n t s

or

more

latitude

ranks

permit

facul ty

more so

Most

importantly,

of time a member
with

both

rank

the bases

there
for

may
is

layoff

225
order,

s e n i o r i t y allows a d m i n i s t r a t o r s

the

least

latitude

in

d e c i d i n g who to lay off.
The
the

insti tu ti ons are

extent

of

ad m i n i s t r a t o r s
of f .

authority

ranked
the

in d e t e r m i n i n g wh ic h

in Table 17
co nt rac t

a c c o r d i n g to

of each

facul ty me m b e r s

allows
to

lay

226
Table 17.

Bases of Layoff Order

Rank
O r d e r x Ins titutions

Bases

of Layo ff

Order

1

Central M i ch ig a n
University

Ea c h d e p a r t m e n t
d e t e r m i n e s order 3

2

Lake Superior
State College

Seniority,
Qualifications

Sa gn iaw V a l l e y
State College
3

Ferris State
College
Wayne

lGiven

State Co lle ge

Seniority

Tenure,

seniority

Tenure,

seniority

E as ter n M i c hi ga n
Unive rs ity

Tenure, rank,
seniority

We ste rn Mic hi ga n
University

Q u a l i f i c a t i o n s of the
r e m a i n i n g m e mb er s of
the d e pa rtm ent , tenure,
senior it y, rank

Nor th er n Mi ch i ga n
Univers ity

Q u a l i f i c a t i o n s of the
remaining
members
de p ar tm en t, tenure,
rank, s e n i o r i t y

Oa kla nd U n i v e r s i t y

Q u a l i f i c a t i o n s of the
r e m a i n i n g membe rs of
the de p a r t m e n t , tenure,
rank, s e n i o r i t y

in order

2 The order
cons i d e r e d .

of

of

the

increa sin g a d m i n i s t r a t i v e a u t h o r i t y

given r epr ese nts

the

3 This basis is qu a l i fi ed
c o m m it me nt s be honored.

order

by the

in which each

req ui re me nt

is to be

that

tenure

227
For

what

select w hi ch
un eq ui vo ca l
might

mem ber
system

those

most

lowest

least

tr o u bl es om e

Recall

to

who

those most

be

promise
plans

desi re

all

or who
for

the

to retain the

loyal to the ad mi ni stration,
or othe rw is e

less

Rights
layoff

order,

recall

or m e r e l y ad eq ua te

t r o u bl es om e
difficult

administrator may

or more

than

to a c c o m p l i s h

right of

first

for

An

to replace

less

Such r e p l a c e m e n t

laid off
or

with one

f ac ul ty

ex c l u si ve

is

member

recall

a

has

rights,

it .

(1) a short

rights.

may

has

ran ge s

ins ti tutions e x a m i n e d

ret ai n

recall

L e n g t h of the

f a cu lt y mem be r
po si t i o n

layoff

former p o s i t i o n before anoth er may

administrator

negotiating

use

f a cu l t y member

if the

the

rights re st ri ct the ease

adequate.

refusal,

must be offer ed

be hired

old

than use some

to the ad mi n i s t r at io n.

tro u b l e s o m e

off

future

in the A s s o c i a t i o n

an

recall

to

a mo ng a group of membe rs

into

with which

i.e.,

want

L e g i t i m a t e concerns

s h o w gr ea t e s t

fit

involved

As w i t h

the

administrator
off rather

l egi ti ma te m ig ht

paid members,

or those

laid

to retain,

me m b e r s

Less

an

such as s e n i o r i t y ?

sui te d

institution.

mi gh t

is to be

include d e s i r e

qualified,
are

reason s

period

here,

with

or

(2)

authority

by

limita ti on

of

per io d du r i n g which the

the right

from one to

some

of

first refusal

for

laid
the

seven years among the nine
six a l l o w i n g

either

two or

228
three

years.

Recall

rights are

by the s t i p u l a t i o n that,
the

departmental

pr ograms

and c ou rs es

"qualifi ed "
r e c a l li ng
Table

f a cu lt y

means

an o th erw is e

18 ranks

the

must be

of recall rights.

Table

18.

E xc lu si ve
1

A b i l i t y to

a l lo w
el ig ibl e

to

handle

d e t er mi ne what

ad mi ni s t r a t o r s
laid

off

the

to

facult y

avoid
member.

to length

and

Rights

Le ng t h of
Recall Rights

Rank

q u a li fi ed

ins ti tutions a c c o r d i n g

types

Recall

in three c o n tr ac ts

together wi t h the recalled member,

offered.
may

limited

Ins ti tut io n

recall rights
7 years

Oaklan d U n i v e r s i t y

2

3

Ferr is State College
Lake Superi or State Colle ge

3

2

Centr al Mi ch ig an U n i v e r s i t y
Wayne State University,

4

1

S a gi na w V a ll ey State College

Limite d recall
5

rights
4

E a st er n M ic hi ga n U n i v e r s i t y

6

3

W e ste rn Mi ch iga n U n i v e r s i t y

7

2

Northern Michigan University

C o n co rd an c e among the Me asures
in Layoff and Recall
The
recall are:

four mea su re s
(1)

of

lim itations

of Power

faculty power
on con di ti on s

in
under

layoff and
which

the

229
administration

may

layoff

involvement of

the

f ac ul ty

(3)

on a d m i n i s t r a t i o n a u t h o r i t y to deci de

limitations

order;
four

and

(4)

when co mp a r e d

The

to

as s o c i a t e d becau se

also

them as

di s c u s s i o n
other

individual

of

for the

vari ab les

with one anoth er

the

of

Furth er mo re ,

four

is a s s o c i a t e d

f a cu lt y

power
types

these

gi ve n
limited

are

of

four

me as ure s

col le ct iv e

the

end

association

m a y help e x pl a i n

in

It

is

rather

The parties m a y not see

but as re lative
at

are

not

faculty

fa c u l ty member 1s r i g h t s .

of d e c i s i o n - m a k i n g .

reasons

These

different aspects

a d m i n i s t r a t i v e authority,

a single entity,

other

of

of

layoff

procedures.

t h e y me a s u r e d i f f e r e n t

case that

di f f e r e n t areas

Two

measures

l i m i t a t i o n of

the

none

ext en t

four.

these

faculty p o w e r , or

in recall

four are not concordant.

with a n y other of the

power:

(2)

and recall decisions;

be t ap pi ng

two at a time,

Pe rh ap s

members;

in layoff

f a c u l ty rights

me as u r e s appe ar

facult y power.

faculty

se pa r a t e
of

the

issues.

following

of these m e as ur es

their

on

lack of a s s o c i a t i o n

as well.

F a c u l t y Power in Layoff and Recall
and C h a r a c t e r i s t i c s of I n s ti tu ti on s
and Facu lt ie s
There are a few a s s o c i a t i o n s
me as ur es

of power

in layoff and

var iables pr e d i c t e d

betwee n

a ny of the

recall and an y of

to be a s s o c i a t e d with

four

the other

facult y power.

230
Positive

r e l a ti o n sh ip s

were

s t u d e n t / f a c u l t y rati os and great er
under w hi ch
high

of

and recall

in layoff

and

and

gr eat er

deciding
these

a

orders

high

on

M.E.A.

high

members;

faculty

involvement

facul ty

involvement

low

e n r o l l m e n t growth;
authority

affiliation.

f ac ul ty

power

wh ich a layoff may occur

student/faculty ratio.

a d m i n i s t r a t ion

fa cul ty

administrative

and

might

not

be

decisions

of

At

in 1 imiting

such

faculty

to layoff

involvement

is assoc iated

both with

in

the

is a ss oc iated with
institutions

part icularly

i m p r o b a b i l i t y of needi ng
Greater

in

Each

worri ed

loos ing f l e x i b i l i t y in agree ing to such re st ri c t i o n s
of the

high

below.

predicted,

cond it ions under

greater

d e c i s i o n s and

restrictions

is d i s c u s s e d
As

de cisions;

recall

layoff

layoff

in st itution and greater

in layoff

between:

r e s t r ic ti on of co ndi tio ns

an a d m i n i s t r a t i o n can

s ta tu re

found

an

about
because

faculty m e m b e r s .
layoff

and

h igher sta ture

recal1
type

of

institu ti on and with lower

e n r o l l m e n t growth of

The higher

institutions are c h a r a c t e r i z e d by

sta tu s type

lower e n r o l l m e n t

growth.

these a s s o c i a t i o n s .
institutions,
for

the

case at

First,

at

the high

lower

stature

to re ta i n

types,

stature

their right

statu re

a stronger

be a t r a d i t i o n .

faculties at the higher
able

Two commen ts m a y be made rega rd in g

the univer si ti es ,

f a cu lt y m a y
the

of

institution.

coll eg ia l

of
role

This ma y

not be the

the colleges.

Secondly,

types of

to be

types

institutions ma y be

involved

in

layoff and

231
recall

de ci si o ns

because

facul ty

decisive.

de sp it e

the

involvement

adver se

in

this area

An a d m i n i s t r a t i o n w i sh in g

in d e c i d i n g when to d e c l a r e a layoff
by a l l o w i n g

the

about

than

layoff

faculty
it

G r ea te r
de t e r m i n e

the

af f i l i a t e d
this

which

contractually

layoff may occur.

r em em be re d

was pred ic ted
This
the

that

is not

in

similar

"q u a l if ic at io ns "

reversal

e xp eri en ce

determines

q u a li fi ed

ma y not

to

consider

be

ap pl i c a b l e

use of this

education,

seniority,

In this

using s e n i o r i t y

to

Since

requiring

rest ri ct s that a d m i n i s t r a t i o n ' s authority.

to

type of
there

certification

not

a

Conseq ue nt ly ,

institutions.

cr i t e ri on

whether

for a job.

layoff order.

ac cu s t o m e d

higher

with

M. E. A. 's exte ns iv e

higher e d u c a t i o n

in

status

expect ed

in d e t e r m i n i n g

un eq ui vo cal

higher

in

of

qualifications"

more

a f f i 1 iate

to be as so c i a t e d

where c e r t i f i c a t i o n

is or

to

facu lt ie s are

lower status

layoff order and m a y encourage

administration

to

found where

the

power.

m a y be

res t r i c t i o n
no

m a y be

"superior

cr i t e r i o n to use

is

be by ag re ein g

order

ma y reflect

facul ty member

de t e r m i n e

advice

the M.E.A.,

in public schools,

the M.E.A.

to give n o n - a u t h o r i t a t i v e

were

fa c u l t y

setting,

to do so

under

the A.A.U.P.,

not

flexibility

layoff

It

relationship

to retain

on a d mi ni s t r a t i v e a u t h o r i t y

study.

higher

advisory,

r e s tr ict io ns

with

affiliate,

is

is better able

would

res trict the co nd i t i o n s

e n ro l l m e n t patterns

for

that an

q u al if ic at io ns ,

232
With the
as so ci at io ns ,
four

above

four exc ep tio ns,

p r e d i c t ed

me as u r e s

of

or

otherwise,

f ac ul t y

power

d e c is io ns and a n y c h a r a c t e r i s t i c s
or union.

None

layoff and

of these

recall

was

of

m a y be

with

First,
language

institutions
power

not

in the

to

cover ro uti ne

by the

Hence,

betwe en high

f ac ul ty power

power

Similarly,
in

layoff

f a c u l t i e s , and
Second,
di f fe re nt
the

barga ined

care fully

part ies s ince

these

we might

not

ex p e c t to

at

Fa c u l ty

p r o b a b l y more
other areas

f r e q u e n t l y at a n y

college

or

find ass oc ia ti on

in layoff and r e c a l 1 and

we might ex pe c t
and

layoff.
is

in other

to f ind 1 ittle c on sis te nt

c h a ra ct er istics

layoff

is one

may be

used

on d i f f e r e n t
of finances

layoff results

from the d e c i s i o n

institution or

make p r o g r a m

potential

and r e c a l 1

of

institutions,

faculty u n i o n s .

pr obl em s

problem

layoff

of c o mp ar i s o n

de c i s i o n s made

university.

areas .

sc ar c i t y

by the two

the pa rti es an ti c i p a t e

other areas

carefully examined

any

in part

informants,

typically

unless

in

in

below.

according

is

recall

faculty power

faculty power

or

the

faculties

The re la ti ve

e x p l a i n e d all

c i rc um st a nc es d i s c u s s e d

and

institutions,
of

no other

a n y of

layoff

four m e a s u r e s

associated

were

b et we en

in

of the other co n t r a c t areas measured.
of a s s o c i a t i o n s

there

students.

In

to

solve

campuses.
or

a number
In

enrollment.

to alter

o f f er in gs

some cases,
Elsewhere,

the m i s s i o n of

more a t t r ac ti ve

two cases e x a m i n e d

here,

of

the
to

informants

233
report

that

par ti c u la r
reaso ns

layoff was used
employee.

for

between

characteristic

layoffs,

power

of

in

institutions,
If all

layoff and

as a response

recall

f a cu lt y power

and

relationship
a

faculties,

in st itutions

rid of a

in i n s t i t u t i o n s ’

co ns i s t e n t

layoff

not be expected.

mi gh t see more

an at t e m p t to get

Given this v a r i a t i o n

at te mp t i n g

f a cu lt y

in

partic ul ar

or unions might

examin ed here

to en ro l l m e n t

viewed

pro blems

we

i nst itu ti on al c h a r a c t e r i s t i c s a s s o c i a t e d with
in this area.

Educational Pecision-Maklng
at the Nine

The

Ideal of C o l l e a i a l i t v and Pe rm is si ve
Sub jects of B ar ga ini ng
Procedures

educational

for

decis ion s,

req uirements,

vary

institution.

At some

by re f e r e n c e
included

pr oc e d u r e s
role

of

be c o v e r e d
differences

such

or

is

in the co nt ra ct

in

admission

and

At some,

i n s t i tu ti on
from

to

co lle cti ve
perhaps

de ta i l ed d e sc ri pt io ns

for the c o m mi tt ee
are made.

stru ct ur e and
Because

the

d e c i s i o n - m a k i n g ma y not

in this area

faculty power among

other

and g r a d ua ti on

m e n t i o n e d on l y briefly,

in e d u c a ti on al

contract,

from

is ex cl u d e d

these de c i s i o n s

facul ty

in the

curriculum

as

this area

to a senate.

w he r e b y

the

mak in g

considerably

b a r g a i n i n g al to g e t h e r

are

Inst it ut io ns

co n c l u s i o n s about

the various

institutions

234
are more

tenuou s than those

made

in

other areas,

ev al ua ti on or tenure r ec o mm en dat io ns,
almost alway s cover
The reasons

procedures

law

in detail.

for the v a r i a b i l i t y

go v e r n i n g

d ec isi ons

are

Secondly,
senate,

c o ll ec ti ve

different

in con tr ac t

may be

ret ai ne d

be ef fe cti ve

or becaus e

f l e xi bi li ty

by av o i d i n g

involvement.

These

a c c o r d i n g to

bargaining,

ed u ca ti on al

types

coll eg ia l

because

the

coverag e

First,

from other

a pr e- c o n t r a c t u a l

as

in which the c o n tr ac ts

of ed uc ati ona l d e c i s i o n - m a k i n g are two.
the

such

of

decisions.

structure,

facult y has

such as
found

the a d m i n i s t r a t i o n wishes
contractually

two causes

it to

to retain

enf or ce ab le

of co nt rac t

a

faculty

va r i a ti on are

di sc us se d below.
The

first

decision-making
co lle ct iv e
repr ese nte d

of these reasons

for va ri at io n

pro ce du r e s

in

bargaining.
by

an

lies

Once

agent

a

for

the st at ute s

fa cul ty has
co lle cti ve

administration

must ba rga in

with the

g ui l t y

unfair

practice.

of

bargaining,
hours,
As

in

an

the a d m i n i s t r a t i o n

terms and other
the privat e

benefits,

of both

to meet

work

parties,

topics

or

risk

the

of emp lo ym en t

such sub jects
a s si g n m e n t s and

of bargaining.

to di scu ss

voted

to be

bargaining,

agent
In

co ve rin g

the

being

course

of

is require d to di sc us s wages,

con di ti on s

sector,

promotion,

m a n d a t o r y sub jects
refuse

labor

in ed uc ati on

than the

faculty.

pay,

fringe

te r mi na ti on are

An a d m i n i s t r a t i o n

these subjects.
other

as

of

With

cannot

the consent

m a n d a t o r y subjects

235
may

be

discuss ed,

administration
permis siv e

is

two areas,

of

nor

the

discu ss

these

legal status

of the

to

or to win

topics,

bargain

or

m a n a ge ri al

administration
topics.

unfair
which

be wi ll in g to discuss
in

a f ac ult y cann ot

order

to

solve

is unwilling

force

the

issue by

re fus ing to make a good faith effort

labor
refuses

not be

prerogatives.

if an a d m i n i s t r a t i o n

Conseq ue nt ly ,

procedu re s m a y

infringe

the good will and co o p e r a t i o n

a g r e e m e n t on m a n d a t o r y

of an

for controversy.

of bar ga in in g m a y

in s t i t u t i o n

However,

such

refus ing to

com pl ai n

the

pr ob l e m s

to discu ss

su bj e c ts

an a d m i n i s t r a t i o n might

faculty.

come

in the

administration's

management

p ar ti cu la r

to

to

is so m e t i m e s a cause

of pe rm i ss i ve

No ne theless,

of the

f a cu lt y

re qu i r ed

of this d i f f e r e n c e

of b a r g a i n i n g

the

its

legal ly

the

the d i s t i n c t i o n b e t w e e n m a n d a t o r y and pe rmissive

Di sc u s s i o n
upon

n e it he r

topics.

Becau se

subjects

but

subjects,

pr ac ti ce
to

on

the part

discu ss

the

educational

c o ve re d

nor can

it

of the

permissive

decision-making

in co ll e c t i v e

ba rg ai ni ng

on

some campuses.
The
p ro vi si on s

other

source

of

variation

for e d u c a t i o n a l d e c i s i o n - m a k i n g

ideal

of c o l l e g i a l i t y and the extent

been

re al iz ed

settings,

until

on

the

recently

have not been d i s c u s s e d

in

or ig in at es

to which

d i f f e r e n t campuses.
pe rm i s s i v e
often.

contrac tu al

su bj ec ts

In industry,

this

in the

ideal

has

In

industrial

of

ba rg a i n i n g

d e t e r m i n i n g the

236
product and
managerial

meth od

of

p ro du ct io n tr ad it i o n a l l y has

prerogative.

In contrast campuses

tr a d i t i o n of c o l l e g i a l i t y which entails
the

f a c u l t y will

q u a l i t y of

pa rt ic ip at e

academic

in

programs.

ex p l a i n e d by the ex p e r t i s e wh ic h
their

disciplines

n e c e s s a r i l y have.
require

ta ppi ng

secur ing

this

of Control

sena te

and

c ol le ct iv e

fa cul ty m ay

co ll ec t i v e

their

faculty

as

for

members

dean
or

as

to recom men d

bargaining

but

pro ce du re s

of the senate

rather

where the

in

that are

have decide d not
the

to

in place.
structure

The senate

not so
Where

context

leave

wish to ret ai n the senate
are

de ci s i o n - m a k i n g

from

facult y

inclusion of this topic

Facu lt ies

role may

procedures.

the

for

is

in educat ional decis ion-mak ing,

presse d

decision-making

con tr ac tu al

casual

On campuses

edu ca ti on al

pr oce dur es

Pro ce du re s

make ce rta in cu rr ic ul um c h a n g e s .

barga i n i n g .

co nt en te d with

as

select

its role

have

not

about programs and courses

exclud e educ ati ona l

with

do

an ad mi ni s t r a t i o n may wish to retain

bargaining.

d iscontented

have within

ad m i n i s t r a t o r s

be

of

is so metimes

senate p a ssi ng resolut io ns

A fa cu lt y and/ or

the

m ay

that

conte nt and

tr adition

faculty e x p e r t i s e .

the opi nions

that the Board

the

which

input

formal as an electe d

the e x p e c t a t i o n

faculty members

Wise d e ci si ons

facult y

soliciting

and

often have a

dec idi ng the

This

been a

the

of

in

generally
to discus s
c ol le ct iv e

pre -c on tr ac tu al

An a d m i n i s t r a t i o n may
for a number

of r e a s o n s .

re adi ly enf orc eab le as are
enroll me nt

s t ag n a t i o n

or

237
declin e

leads

re duc ing

to c o n s i d e r a t i o n

fa cul ty positions,

have a free hand
pos sible

pr o- uni on
The two
"You

an

a senate

faction

m ay be

a d m i n i s t r a t i o n might
edu ca ti on al

just

prefer

ma tte rs and,

e d u c at io n

de ci si on s

further,

for

Change s

affec t

job

with

a strong,

co mpr omi se

of
An

senate

tactical a d va nt age

on
in

faculty.
facult y

other

of pro grams

involvement

than

the

and their

of col le ct iv e

in

ideal

of

content may

and work assignments,

which are m a n d a t o r y sub je ct s

the

not to dislodge.

with such a

see

reasons

se c u r i t y

Also

leave our senate alone."

desi re greate r

col legiality.
wages,

or choose

to deal

k ee pin g a d i v i s i o n w i th i n the
A fa cu lt y may

peopled

ma y have the un e as y

your union;

wish to

facul ty members wh o m

fa cul ty member s cann ot

can have

pr ograms and

it sees as necessary.

of a n t i - u n i o n

fa cul ty factions

dropping

administration may

to make change s

is that

ent re nc he d

of

all

of

barga i n i n g .

The

i n t e r d ep en de nc y of these m a n d a t o r y topics and the permissive
topic,

e d uc at io na l

aca dem ic
within

ideal

of c o l l e g i a l i t y

co ll ec ti ve

be twe en

is

A

rights

to be dr awn

other col le ct iv e

commonly

terms

this area

Precisely
and

with

is less clear

an an om al y

where

mandatory

the

the

line

topics

for

in a ca de mi a

than

in

b ar ga in in g settings.
used

d ec isi ons are p er mi ss iv e
hours,

makes

bargaining.

man ag er ia l

bar ga in in g

dec isi on -m ak in g, together

and

other

guide lin e

is

that

but their con se qu en ce s
co ndi tio ns of

educational
for wages,

em pl oy me nt

are

238
mandatory.
any

This g u i de lin e seems

event,

does not

involvement

correspond

a

co lle cti ve

fa cul ty

bargaining,

wh ic h
the

the senate

the

to be made.

first d e c i s i o n s

of the po li tic al

through which power

proce ss

or

handles

and

ideal

the un ion

a system

as

ca ll e d

in that

advises

the

administration

degree

req uir em e nt s

senate's

p.

95) .

and
such

as

Such a sys te m

r e c o m m e n d a t i o ns

its

union

p ar t i c u l a r l y
Four of the
system.

can

be

nine M i c h i g a n

The ex te n t

are

to

t h r o u g h the

r e sp on si b i l i t i e s

Under

ex is ten ce

bodies with

in

of the

different

bar ga ini ng "

(Balder idge

this system,

the

on curr iculum,
union

wages,

negoti at es

is li ke l y

senate

ad mi ss i o n s

fringes,

and

Th is

l e ad e r s h i p
i n st it uti ons

working
the

by the

the senat e and
conta i nment

of the
have

and

strictly

to evolve wh er e

taken s e r i o u s l y

conta i n e d .

1 ikely where

among

institutions.

track

have been

the

like unions,

influence

sen at e

the

initiates

senate and

a d m i n i s t r a t i o n and where c o m p e t i t i o n betwee n
the

fa cul ty

they are s t r u ct ur es

the co op e r a t i v e

"dual

1975,

conditions.

senate

of the

s ep ar at e

and Kemerer

ma tt er s

a

Senates,

to exert

pre vious

Some regard as

mandatory

of

and the union ma y be

co lle cti ve b a r ga in i ng varies a m o n g

tasks,

idea

is distr ibuted on c a m p u s .

which a f a cu lty co n t i n ue s

senate

the

has

stat us

r el a t i o n s hi p be twe en

senate

to

in

in a c a d em i c d e ci si on - m a k i n g .

When

part

to beg the q u es ti on and,

is

two over l a p .
this

type

of

239
T here are
du al- tr ac k

bargaining

pr op one nt
shared

of

exp an de d
senate

the
to

of problems,

diffi cu lt.

dual-track

governance

effective,

scope

the

topics

lack

tendency
senates

for

faculty

becau se

governance.

of

me m b e r s
the

only

comparison

of

e n f or ce a b le

power

do not dep en d

when

the

of the

on

the

administration

union.

grace

in

of

1975,

the

by the

a dv an ta ge s

of

law

of

ad mi ni st ra ti on ,
not

follow

and

this

base

become s

importance

to the

s ubs equ ent

c o n t r ac t

advisory

fun cti on

provis ion s

of the

the

60).

when

of

the

contract.

of

shared
of

permits
with

the

senates,

board and

the

interests..."

union exists

the

with

faculty.
of

The
the

a d m i n i s t r a t i o n does

ou tr ag ed

sena te

is a

we akness

unlike

the senate

The

of

independent

the

n eg ot ia ti ons ,
of

The
of

the

power

senate

em ployee

power,

clear

faculty.

the

bargaining

the

will

there

ideal

"Unions,

p.

by

ba rg ai ni ng

P e rh ap s

the go v e r ni ng

of

a recommendation

handled

aware of the

representing

(Balderidge and Ke mer er
force

in

of

seem

should be

dual-track

collective

influence

not

does

to overrate

belief

when

96).

the senate.

A f a c u l t y m a y become

sen at e

p.

a

that

bargaining

failure of

of a u t h o r i t y of

for

su ggests

senate

1975,

whi ch make

the A.A.U.P.,

traditionally

(Balder idge and Kemer er

is the

Even

of c o l l e c t i v e

reason

however,

bargain in g,

through

include

A major

its

a number

on a matter
facul ty

a tt emp t
included

to

may,

of
in

have

the

amo ng

the

The parti es may agree that the

240
pr oc e d u r e s

of the

senate will

will provide adv ic e

to

co nt inu e

or that the

the a d m i n i s t r a t i o n

of changes.

This

inclusion

does not

administration

take

the advi ce

of the

g ua ran tee
to the

that

requir e

that

co n s i d e r e d
unusual

perspective.
the

and

adv i c e

routinely

ci rc um s ta nc e s.

have such c o n tr a c t u a l
The above
collective

a

of

the

senate

of

exc ep t

of

in

be

reasons.

of the
erode

of c o l l ec ti ve

the original

recommendations

been

f a cu lt y dec id e

ignored,

taken up in

the

the cou rs e

bargaining.

This

language
the

range

In gr ievance

the

arbitrator's

language.

Furthermore,

to have

a d m i n i s t r a t i o n will

be

a

as sum es

responsibility

p r e v i o u s l y h an dl ed

by the senate,

union

to

to the a d m i n i s t r a t i o n have

of co ll ec ti ve
bound

senate

Routi ne

was unclear,

when the se na te 's

of

with time as

contracts.

in s u b s e q u en t

d e c i s i o n ma y go beyond

seriously

institutions

of

language

does

the case

tend to expand

a r b i t r a t i o n w he re

it

further and

c l a r i f i c a t i o n and p r o b l e m - s o l v i n g
issues c o v e r e d

the

for their senates.

on the camp us ma y

number

that

but

go

of the Mi ch i g a n

accommodations

the scope

types

least be exposed

senate

followed

protection

bargaining

for

require

Some c o n tr ac ts

Three

types

the union expan ds
happe ns

for ce r t a i n

the a d m i n i s t r a t i o n must at

se na t e' s

senate

the s p e c i f i c

b ar ga in in g so that the

to the ag re e m e n t s
for

reached.

discussing

the senate may

function and e v e n t u a l l y be dissolved.

issues

As

issues
lose

its

241
H o s t i l i t y be t w e e n
uncommo n and
otherwise
more

ma y exist even where

effective.

senior,

us ua ll y

of acute

lines

distinct,
resolve.

of

interest,

c on fl ic t m a y
The

junior

31).

the

and

if

s e l f - se rv in g

elite

who

lack

principles.

Similarly,

the

su ppo rt er s as

med ioc re

or

The

the m a n d a t o r y
union are
members

l e a d e r s h i p and
along

the

quite

division

felt and

m ay regard

to

the senate as

a

sen at e ma y

i n ex pe ri en ce d
jobs

is

difficult

c om mi tm en t

p r o t e c t i n g their

by

l i ke ly to

fa c u l t y

If the

is

union are d i v i d e d

be s t r o n g l y

union su pp or te rs

conce rne d with

more

ne go ti a t e d by the

p.

senate and

peopled

ranked professors.

to the

1975,

are not

bargaining
is

the un io n because

interest

af fi l i a t i o n of the
such

in

job s e c u r i t y

(Balderidge and Kemere r

senate

fa cu lt y me m b e r s are

interest

of pay and

d u a l -t ra ck

and higher

lo wer -pa id

take partic ula r

and the un io n

T y p i c a l l y the

tenured,

less senior,

topics

the sen at e

to
view

democratic
the

person s

rather

union

who

are

than e n h a n c i n g

the q u a l i t y of education.
Often
alone.

senates

Students,

the members.

are

deans,

vi ce -p re sid ent .

c om p a n y

unions,

a d m i ni st ra ti ve

givi ng
the

of

fa cul ty member s

such as pres ide nt

are so m e t i m e s

aca demic

of

c o mp os ed

and d e p a r t m e n t heads

K ey positions,

comm itt ee membership,

involvement

not

Such
the

fa cul ty

viewpoints.

m a y be among
or ex ec ut iv e

filled by the p r ovo st
senate s

may fun ct io n

ap pe a r a n c e
while,

in

F a c u l t y may

of
fact,

be

or
as

co ll egi al
ec ho in g

motivated

to

242
pa rt ici pa te
higher

in order

to have c o nta ct

administrators

str uc tu re

Am ong

administrators

s t u d y of cam pu s
as the model

the M i c h i g a n

and K eme rer
leaders,

sen ate

the

faculty.
with

level.

f a cu lt y has

to

make r e c o m m e n d a t i o n s

pp.

that

Such

ex am in ed here,

8 and

of the senate.
140),

in their

the role of the senate

is over ra ted and that the
p r i m a r i l y minor

important

issues

that

issues and

the

faculty

p r i m a r i l y at

at the d e pa rt me nt al

the d i s c i p l i n a r y

the

expe rt is e

a f f i l i a t i o n at

the

level that

the gr ea t e s t c l a i m to the p r of es si on al
becau se

a

by an ad mi ni st ra ti ve

T h e y sugges t

It is

the

in

s u gge st

p r o b a b l y handl es

involved

de p a r t m e n t a l

(1975,

favor of

senate.

in st itutions

of sha red g o v e r n a n c e

r e a d i l y follows

lies

the

are c o m m o n l y a m o n g the membe rs

Ba l d ri dg e

becomes

on

can be e f f e c t i v e l y co nt ro l l e d

minority.

averag e

se r v i n g

with and gain

of

right

faculty

the depar tme nta l

l e v e 1.
At

some

institutions,

attempted.

If

faculty m a y

choose,

the

senate

a senate

when

C om mi tt ee s m a y

with
they

elect

to

in this

is

to

collectively

bargain.

b a rg a i n i n g to

where

Two

st ud y have such structures.
of campus d e c i s i o n ­

f a cu lt y m a y most c o n v i n c i n g l y argue

that area

the

eliminate

on c u r r i c u l u m matters.

is ironic that the one asp ec t

making w h e r e i n the

is not

p a r t i c u l a r l y weak,

little controversy,

recommendations

of the M i c h i g a n co ll e g e s

authority

has been

bar ga in in g

be c re at ed t h r o u g h co lle cti ve

discus s and make

It

d u a l -t ra ck

they have

the weakest

their
claim

under

law.

mandatory

The

administration

topics

wi t h

the

f a cu lt y

c u r r i c u l u m m a t t e r s exc ep t

insofar

mandatory

wages,

su bj ec ts

of

co n d i t i o n s

of e m p l o y m e n t

may defer

to f a c u l t y

major d e c i s i o n s
Michigan
are

and even

itself.

requirements

by

hours,

impinge upon the

terms,

but the

t y p i c a l l y makes

de c i s i o n s among

intentions.

for graduation.

f a cu lty

from

both parti es

with

a cq u i e s c e n c e
r e a ch in g

In either

Wheth er

Informants

case,

plans

of an

to
in
of

results

judgement

same co nc l u s i o n

will.

and

the c o n c ur re nc e

the missi on

to refle ct a d m i n i s t r a t i v e

reflects

of pr og ra ms

administrative

the

formal

This appea rs

administrative
to

the

important de ci sio ns

final outcom e

and d e l e t i o n

other

an a d m i n i s t r a t i o n

but

the

and

the a dm in is tr at io n.

ori ginal

in a d d i t i o n

from

ap pe ar s

as these

ex am i n e d here,

fa cu lt y r e c o m m e n d a t i o n

demonst ra te d.

necessarily

In c u r r i c u l u m

l e ng th y procedures,

the case

but

not

discuss

f a c u l t y opini on m a y be sought t h ro ug h

the a d m i n i s t r a t i o n ' s
be

to

in minor matters,

initiated

report that the

c o m p el le d

r e c o m me nd at io ns ,

I n st it ut io ns

generally

is

or

cannot be
institution

244

C om pa r i so n o£ Faculties' Roles in C u r r i c u l u m
D e c i s i o n - M a k i n g Among the Nine Insti tu ti on s
When

f a cu lty

e du ca ti on d e c i s i o n s
enforced.

When

influence

on ly so

faculty

is included

it is not so

do so.

is a major

inv olvement

long

For

of the nine

co n t r a c t s

facul ty at the

consideration

role

by

give

the

pr ov i s i o n s

recommendations
given great

of

Table

a

19

let the

in the co nt r a c t
contracts

decisi on s.

Five

for the

level.
in

r a nk in g the

requi re

contracts

be

is

in the contract.

that

the

faculty/administrative

weight and n o r m a l l y

co ntracts provi de

to

f a cu lt y more than a simple
which

be

f ac ul ty ex ercise

such an a d v i s o r y role

the s t r e n g t h of the a d v i s o r y role pr ov ide d
Two c o n tr ac ts

other

it can

the various

in e d u c a t i o n a l

in s t i t u t i o n - w i d e

A sec on d

the

inclusion

to rank

provide

and

the contract,

board chooses

reason,

faculty power

curriculum

included,

c r i t e r i o n used here

a c c o r d i n g to

in

as the

this

in

followed.

advisory
curriculum

committee
Three

be

other

a s i m p l y a d v i s o r y role.
ranks

the

those p r o v i d i ng the gr ea te st
two above criteria.

nine

co n t r a c t s

b e g i n n i n g with

facul ty power a c c o r d i n g

to the

245
Table 19.

Faculty Power

in Educational Decisions

Contractually
Provided
A d v i s o r y Role

Inst itut ion

4

St r on ge st

S a gi na w V a ll ey State College

3

Strong

N o r t h e r n Mi ch iga n U n i v e r s i t y

2

S imple
Advisory

Oa kl an d U n iv er s i t y
E a st e r n Mi chigan U n i v e r s i t y
La k e Superior State College

Not pr ov i de d
in c o n t r a c t

Ce nt ra l Mic higan U n i v e r s i t y
W e s t e r n Mi cH ig an U n i v e r s i t y
Wayne State U n i v e r s i t y
Fe rr i s State College

Rank

The c on tr a ct
greatest
was

power

Three
and

body,

the

of

of the
one

faculty,

an

a veto at two

onset

on

that

subject.

four

fa cu l t y

membe rs

four

fa cu l t y member s

administrative

d e pa rt men ts ,

appropriate

d e p a r t m e n t s and

Committee.

Eit he r

creat ed
The

and two

the

The senate

ba rg a i n i n g

and a

to advise

C o m mi tt ee

is

admin is tra to rs.

are A s s oc ia ti on ap poi nte es

ap pointee.

or other

pr ov ide s

levels.

of c o l l e c t i v e

the Curr iculum Committee,

administration

composed

V a l l e y State College

to faculty,

d i s a b l e d at

co l l e g i a l
the

at S a g i n a w

Propo sal s

sources are

forw ar de d

to

the C u r r i c u l u m Co m m i t t e e

rev iewed
the

from
by the

Curriculum

or the

facul ty

m a y reject a proposal:
All
matters
recommended
for
approval
by
the
Curriculum
Co m m i t t e e
shall
be
sent to
the
facul ty
for
a c t i o n . . .After
r a t i f i c a t i o n by the f a c u l t y ... the c u r r i c u l u m
r e c o m m e n d a t i o n s . . .shall
be
submitted
to
the
College

246
a d m i n i s t r a t i o n .. . ( f o r ) r a t i f i c a t i o n / r e j e c t i o n
as a whole...
(Saginaw V a l l e y State Colle ge 1981-4,
pp.
23-24).
If

the

fa cu lt y

unan imo us

not

recommendation

e qu iv a l e n t
last

does

to

matters.

included

was

o pp or tu n i t i e s

to veto

wea kne ss

this

informa nts,

the

is

the

Curriculum

event

to secure

which

provision,
the

the

co n t r a c t at

facult y

infl uen ce

faculty's a d v i s o r y
str ong

as

role

Sa gi na w

the A c ad em ic
the

directly
d e l eg at ed

totally
with

the

Senate

agr ee s

the Sen ate 's ac ti on s
p.

12).

C om mit tee

A

the

the

to give

seco nd a d v i s o r y

(E.P.C.),

one -half

body,
of

the

otherwise

as

Nor the rn

recommendations

to

The

senate,

does not deal
As so c i a t i o n has

fo rm ula tin g

the

r e c o mm en da ti on s and

"full and

(Northern Mi c h i g a n

a l th ou gh the

by

of

other ac a d e m i c

to

c on si de re d

The

task

funds

At

adm in is tr at io n.

a dm in is tr at io n.

faculty's c u r r i c u l u m and
the A s s o c i a t i o n

College.

of b a r g a i n i n g unit members,
the

to

is not

forwards

faculty

U n i v e r s i t y gives

c u r r i c u l u m pr op osa ls are

not

by

One

admin is tra ti on.

matte rs

curriculum

Senate wh ich then

Assoc iat ion ,

com pos ed

budget

State

not want.

to all oc at e

N o r t h e rn M ic hi ga n

in

faculty's

f a cu lt y two

out

the

is

curriculum

the

as pointe d

over

the

it does

authority

Valley

Mi c h i g a n U n i v e r s i t y

that

a

that this

on minor

effect a c u r r i c u l u m change rests wi t h
The

Comm it tee

report

pr o v i s i o n gives

prop os als

that

a rec omm endation,

Inform an ts

in the

difficult

Al to get her ,

of

by

rat ification.

clause was

pa r t i c i p a t i o n

act upon

total"

suppor t to

University

1980-83,

Edu ca ti on al

which are

P o li cy

facult y members

ap p o i n t e d

by

the

Assoc ia ti on ,

a d vi se s

the

ch ang es

wh ich

r e c o m m en da t io ns

for

curriculum

forwarded

the

Senate

from

(Northern M i c h i g a n
E.P.C.

al s o

allocation

way

and

of

1980-3,

the pr o v o s t

funds

c u r r i c u l u m c h an ge s
13).

University

advis es
of

by

the

pp.

on

pr ovo st
have

been

Association

12-13).

enrollment

staffing

on

needs,

The

patterns,

as

well

(Nort hern M i c h i g a n U n i v e r s i t y 1980-83,

The E . P . C . 's

recommendations

about

reductions

as
p.
and

reallocations:
...shall be a cc or de d
great w e i g h t . . . a n d
shall
normally
be f ollov/ed.
However,
the
P r ov os t
m a y m o d i f y . . . t h e r e c o m m e n d a t i o n ...for
seriou s
and
co mp e l l i n g r easons...
(Northern
M i c h ig an
U n i v e r s i t y 1980-3, p. 13).
E. P.C .'s r ec om m e n d a t i o n s for c h a n g e s requ ir in g
a dd it io na l funds have som ewh at less weight.
These:
...are not
d e t e r m i n a t i v e and
m ay be
...for serious reasons
... (Northern
U n i v e r s i t y 1980-3, p. 14).
Of third

order with regard to

co nt rac ts

which

a l l o w the

such

those

at

as

University,
Michigan
facul ty

the

r ec om m e n d a t i o n s

m a t t e r s . . .affecting

to

provide advice

(1982-4,

31).

University
faculty

The

to

College.
Council

one

on other

for

collectively

At Ea st er n
".. .pr ov id es
ins tru cti on al

instru ct io na l

lack of

Oakla nd

college..."

Senate at

are

a d v i s o r y role,

Provost...on

than

original

was d i s s o l v e d
elect ed

the

influence

University,

State

Faculty

more

departments
p.

Michigan

Sup erior

University,

facul ty

fa c u l t y a simple

Ea s t e r n

and Lake

mod if ie d
Michigan

and

matters

Ea st e r n M i c h i g a n

influence when

bargain,

according

the
to

248
informants.
Council,
of

The

cr ea t e d

Ea st er n

to function much

fifteen e l ec te d

facult y

Aca de mi c Vice P r e s i d e n t
p.

31).

The O a k la n d

e x is ti ng

advisory

c o n t in ue d

(1983-5,

State

C ol le g e

Mi c h i g a n

like a senate,

members,

U n i v e r s i t y con tra ct
po licies

p.

of the

76).

al lo ws

The

P r o v o s t and

t h ro ug h the

the

nine

provides

that
Senate

co ntract at Lake

th rou gh the d e p a r t m e n t and
of

is compos ed

Un iv er s i t y

f a c u l t y to

four

the

Fa c u l t y

the

(Eastern Mi ch i g a n U n i v e r s i t y 1982-4,

the

where in

University

make

the
be

Superior

r ec om me nd at io ns

C u rr ic u l u m C o mm it tee

me mb er s

are

el ect ed

faculty

members.
C o n t ra ct s at the

re ma in in g

provide an a d v i s o r y role
wide

level.

faculty's
example,
clause

There

m a y be no

the Ferr is

in i n s t it ut io n

recommendation

the

as other

have
of

the

right to

e d u c at io na l

As so c i a t i o n

m a y create

f a cu lt y

(1981-4,

13).

clause

pro ce du re s

p.

w hic h

recommendation
a dm in i s t r a t i o n .

The
assure

will

be

made or,

not

For

of changes
that

"part ic ipa te

forums

that an

or the

implemented;

policies";

does

issue

"Past Pract ice "

informed

these are

not

institution-

than advisory.

contrac t's

facult y will be

p o l i c y before

me mb er s

facult y at the

State Colle ge

that

institutions do

m e nti on of the

role m a y be de s cr ib ed

pr ovi de s

fa cul ty

for the

four

and

in the

that

to discu ss

the
issues

de sc rib e

spe cific

in st it ut io n- wi de

faculty

if

made,

reach

the

249
D e l im i t i n g the
intent of

Se nate's

the clause

University's

co nt r a c t

"f reedom of

debate and

the r ights
and that

p.

poli cy of

Board.

the

dual

The number
of

in

significance

Senate's
impinge

on

the
of

U n i v e r s i t y has

a bo ve

factors

or other

of

the

of

poli cy

the

c l os el y
the

Senate

functions.

which

in ed u ca ti on al

The

factors

influence

to

the

or because data
metho ds

used

in

not

this study.

is the co m p o s i t i o n

than do
their

of se le ct io n of

r e p re s e n t a t i v e

1 imited

are

e x c l u s i v e l y of faculty

faculty

the

body.

the

decis ions are not

d i s c u s s i o n due

not c o n s i d e r e d

method

a

the senate

not part

ex clusive

a dm in i s t r a t o r s a mo ng

is the

is

Unive rs i t y 's

t hr o u g h the

the

ad opt ed

in the c o n t r a c t .

Senates c o m p o s e d
r e p re sen t

any discussion,

there f o r e , at the will

mutually

these

factors

by

from the F a c u l t y Senate."

policy

of a d d i t i o n a l

re a d i l y av a i l a b l e

the senate

not

b a r g a i n i n g mode 1, where in

f a cu lty power

considered

factor

the

the P r e s i d e n t consult

Michigan

is not cover ed

hi gh - l e v e l

be the

W es ter n Mi ch i g an

that

be bound

State

This

A s s o c i a t i o n have

senate.

shall

it cont inues,

Central

One of the

of

c o m m u n i c a t i o n shall

that

C o u n c i l ).

a p p r o x imates

better

pr ovides

Wayne

requiring

c o n t r a c t and

strength

which

nor r e c o m m e n d a t i o n

67).

(Univers ity

Senate

appendix

to

of t h e . . .bargaining a g e n t ...n o r .. .Univers i t y ..."

c o m m un ic at io n,

and

in the

"...neither...

(1981-4,

a u t h o r i t y appear s

senates

of the
members

which

members.

have

A second

facult y member s
Generally,

on

faculty

250
r e p r e s e nt a t iv es
f a cu lt y

more

directly

appointed
effective

e l ec te d

consideration

of

r e p r e s e n t a t i on s
actions.

by

Association
than

faculty.

the

and

the

influence

the

collective

their

give

f a cu lt y

members

Appointment

permits

influence

ability

the

to

of

the

co or di n a t e

their

E l e c t i o n does not.

D e p a r t m e n ta l
influencing
c o n tr ac ts

provide

for

that each

subje ct

to ap pro va l

de p a r t m e n t a l

are

department

a n oth er

for

In

those

its

s o l i c it at i on

of

opi nio ns

d ep ar tm e n t

to fo rw a r di ng by
which

of

must

or

own procedures,
In these

making

cases

curriculum

us ing the methods

co n t r ac ts

p r o c ed ur es

Some

past pr ac t i ce

not be r e ad i l y kn ow n

d e p a r t m e n t al

r ec om m e n d a t i o n

of

develop

var iable

decis io ns .

by the a d m i ni st ra ti on .

can

study.

described,

continuation

pr oc e d u r e s

r e c o m m e n d a t io ns
this

pr o ce du re s

facul ty power in e d u c a t i o n a l

provide

of

by

wh ere in

th ey

are

va r y from a d mi ni s t r a t i v e

available

me m b e rs

the d e p a r t m e n t
o r i gi na te

in

of

of its

the
voted

the

ap p r o p r i a t e

variable,

not possible

department.
A fourth,
to con sider

and most

in this st ud y

administration

a c ce pt s

cu rr i c u l u m matters.
that

their

curriculum
bargaining.

important

the

At some

f ac ul ty
c h an ge s
However,

is the

faculty's

recommendations

institutions,

has had
both prior
at

fr e q u en cy with which

great
to

even these

informants

influence
and

since

inst it uti ons

over

an
on

report
most

colle ct iv e
with proud

251
traditions

of e x t e n s i ve

de ci s i o n - m a k i n g ,
the

facul ty

and,

administration's

or iginal

informa nts were

asked a bout

at

de l e t i o n s

their

were,

in

The

was

final
the

at the

extensive,

co ll eg ia l

role

inevitable.

changes

from

least

of

the

to

facult y ma y

be

the pres id ent
important

p r e si de nt 's m a n a g e m e n t
st ro ng

colle gia l

e x pe ct ed
major

informants

style.

traditions,

to secu re

the

cause

may have

little

eva lu at e

the

actual

can sell

At

the

the

do

institut ion
to

in these

faculty's

role

described

the

to

the change

institutions
may

of the

the

without
not

be

facult y for

in pre sid en ti al

facult y

facult y

the

of the

facult y pa rt ic i p a t i o n

of

the

to

e v a l ua ti on

presi den t

with actual

extent

openly

involvement,

Such v ar ia ti on s
in

the

are co nt em pl at ed

of fa cul ty

formal c o nc ur re nc e

va ria tio ns
to

of

a c q u i es ce nc e

for the Board's

c u r r i c u l u m changes.

style m ay

the

When major c u r r i c u l u m chang es

which

to

was al low ed

as

or

education

with the a d m i n i s t r a t i o n

facult y

recent

in these changes

ins titution

some

the

ad d i t i o n s

p r op os als

f a cul ty

by a u n i v e r s i t y with a tr a d i ti on
ex te nt

reach ed

institutions where

at

important,
as

by

institut ion

in general

original

to wh ich the

Even

such

de c i s i o n s

refle ct

At each

one or more

major

d is c u s s and concur

changes.

edu ca ti on al
initiated

enacted,

intentions.

What varied

was the exte nt
debate,

or

effect,

a dm in is t r at i on .

when

institutions,

of pr og r a m s

requir em en ts .

in

major de c i s i o n s are t y p i c a l l y

administration

ch ang es

inv olvement

which

power.

power

based

To
on

252
tr ad it i on or other n o n - c o n t r a c t u a 1 understandings,
have to

fol lo w a

number

maki ng process.
it appears,

On the

of

chang es

basis

of the

as B a l d r i dg e and Kemer er

through

one

the d e c i s i o n ­

limited ev id e n c e
(1975,

would

p.

here,

140)surmise:

The a v e ra g e
a c a d e m i c senate, we suspect, deals
wi t h
relatively
minor
issues
and
readily
re sp on ds to a d m i n i s t r a t i v e
rather than faculty
leadership.
Although

fa c u l t y power

can no t be p r o p e r l y
the ex i s t e n c e

of

measured
the senate

v a r ia bl es e x a m i n e d
are ranked

here.

on the basis

a senate.

In Table

In

under

within

senate

the scope of

can be
order

the

this study,

co ns id er ed amo ng
to do

so,

of the exis ten ce and

20 three c a t e go ri es

inde pe nde nce

of

20.

In de pe nd ent

D e s cr ip ti o n

Rating

Inde pen de nt
senate dual track
b ar ga i n in g

Fe rr i s State C ol leg e
W es t e r n M i c h i g an Un iv e r s i t y
Centra l M i c h i g a n U n i v e r s i t y
Wayne State U n i v e r s i t y

3
3
3
3

Senate not
in de pe nd ent role m e n t i o n e d
con tr ac t

No r t h e r n M i c h i g a n U n i v e r s i t y
E a s t e r n M i c h i g a n U n i v er si ty
O a kl an d U n i v e r s i t y

2
2
2

No se na te- facult y
role co ve re d
the con tr a c t

Lake Superior State College
S ag i n a w V a l l e y State College

1
1

in

of

insti tut ion s are

S enate

Ins ti tu t io n

the

institutions

descr i b e d .
Table

stru ct ur e

253

Fa cu l t y Power in E d u c a t i o n a l D e c i s i o n - M a k i n g
and C h a r a c t e r i s t i c s of I n s t i t u t i o n s and
Facu lt ies
In order
of

facul ty

to

power

exa mined a number
and

in

Small

and small

number

of

constellation
and co nt r a c t u a l
r e la ti on s hi ps
of

size
as

of

f a cu lt y

is ab se nc e

f a cu lt y size,

other

power
emerges.

probability

If

this

us in g

are

we

faculties
with

Absence

related

exami ne

to
the

with senate struc tur e

area,

These are

I have

is a s s o c i a t e d

in turn,

associated

in

of the

of a senate.

va riables.

of v a r ia bl es

ins titutions

d e c i s i o n - m a k i ng ,

other c h a r a c t e r i s t i c s

fa cu lt y power,

of a senate

level

ed uc a t i o n a l

of

institutions.

greater

a

ex pl a i n the v a r i a t i o n am ong

a

cluster

a s s o c i a t e d at

of

the

.001

coefficient

of

f a cul ty power

in

Kendall's

co nc or da nc e .
I n s t i t u t i o n s wi th weak er co nt r a c t u a l
edu c a t i o n a l d e c i s i o n s
(1)

an

g e n e r a l l y have:

i nd ep en de nt

senate,

i.e.

dua l- tr ac k

barga i n i n g ;
(2)

little

or no e n r o l l m e n t

(3)

more e xp er i e n c e

(4)

more days out on strike;

(5)

a

longer

period

c o l le ct i ve

wi t h

growth;

layoff or po si ti on

of

hav in g been

o r ga ni zed for

bargaining;

(5)

A.A.U.P.

(7)

more p re s t i g i o u s

type

affi li ati on;

(8)

a g re at er

of

number

of

institution;

f a c u l t y members;

losses;

and

254
(9)

a

higher percentage

Ph.D.

power

faculty

members

with

degrees.

Conversely,
facul ty

of

i ns ti tu ti on s

with stronger

co nt rac tu al

over e d u ca ti on al d e c i s io ns g e n e r a l l y have the

f o l lo wi ng ch ar ac te ris ti cs:
(1)

no senate;

(2)

higher

(3)

little or no

rate

of e n ro ll m e n t
ex pe r i e n c e

growth;
of

layoff

or

position

loss;
(4)

no strikes;

(5)

a

shorter

c ol le c t i v e

period

of hav in g been or ganized

for

bargaining;

(6)

M.E.A.

aff iliation;

(7)

a less p r e st ig io us

(8)

a small number

(9)

a lower

institution;

of f a cu lt y members;

pe rce nt ag e

of

and

facult y members

with

Ph.D.

degrees.
The number
power su gg es ts

of va r ia bl es

that this

area

ass oc ia te d

with educatio nal

of d e ci si o n - m a k i n g

pr o f e s s i o n a l and b u r e a u c r a t i c concerns.

involves

Both are dis cu ss ed

below.
In the
work,
are

ideal

type

of p r o fe ss io na l

the goals of work and metho ds
either

through

long

p r o f e s s i o n al s

em be dd ed

in

of

of ac hi ev in g these goals

tr ad i t i o n s

passed

apprenticeships

or

p e r fo r mi ng

work.

the

org ani za ti on

are

on to

de te r m i n e d
Pr ofessors

members
by

the

claim to

255
pr o f e s s i on a l
in

a

statu re

bu r e a u c r a t i c

u l t i m a t e l y lies
which

st r ucture

degree

by

stature

me mbe rs and

institut i o n .

In

the exis ten ce

of an

of fa cul ty

is

of

(2)

than

Furthermore,

the

pro fe ss io na l

of educat ional

the senate

co nt rac tua l

of this

va ri abl es are not mea sures
Both

cri ter ia

of the

Ph.D.

type

of

mode

with a c o n s t e l l a t i o n
stature.

H o w e v e r , it

stru ctu re gives a faculty

re la ti on sh ip

part

to

de ci sio n-m aki ng,

pr ovi sio ns

is not

to

p r ed ic ted

a pr es tig iou s

is a s s o c i a t e d

at tr i b u t e s

var iables also

funds

independent s e n a t e , the tra di ti on al

if use of

power

is

possess ion

re la te d to pr of es si on al

is not kno wn

of

facult y meet the

(1)

work

The extent

realized

be ing at

the case

involvement,

of va ri ab le s

more

ideal

source

control.

extent to which a

pro fe ss io na l

fact that th e y

where the

outside of their

the pro fes si on al

va r y with the
for

is ham per ed by the

would

betwee n
direct,

provide.

senate

and

c on st el la t ion

and

a number
of

of

ass oc ia te d

of p r o f e s s i o n a l i s m .
profess ional

factors

must be

con si de re d

to ex pl ai n co nc ord anc e among the

factors

of size,

prestige,

e n r o l l m e n t , layoff

senate

b ur ea uc ra t ic and

and con tr ac tu al

power

1 ight of these ass ociations,
re te nti on
ex pl a n a t i o n
of the

of

the

is that

experience,

senate

may

the senate

where

financial

be

fle xi bi li ty
or

In

for the

reconsidered.

is retained due

crises

of the

ed uc ati on decisions.

two commo n ex pl an at io ns

a d m i n i s t r a t i o n to have

de ci si on s

in

re te nti on

One

to the desire

when maki ng

hard

falling en ro ll me nt s

256
ne c e s si ta te maki ng d e c i s i o n s
The n o n - c o n tr ac t ua l
make

facul ty

to e l i mi na te

p ro c e d u r e s

res is t an c e

to

ofthe

such

facul ty positions.

in de pendent

de ci sio ns

senate

less

of

an

obstacle to the a d m i n i s t r a t i o n a t t e m p t i n g po si t i on re du cti on
or

layoff.

This s t u d y s u g g es ts

retaine d due
is

to a d m i n i s t r a t i v e

not n e c e s s a r i l y

problems.

layoff

financial

to make

or p os i t i o n

of

of the

problems.
b e tw ee n

wh atever

reason and

So a d m i n i s t ra t i ve
A

layoff at te mp ts

However,

institutions,

impressive p r o fe ss i o na l

First,

the a d m i n i s t r a t i o n

sufficiently

independent sen at e

facul ty
often to

financial

of

or

a str on g senate..

for

may

in
cause

of a

tend

more

a facul ty may wish
at

least two

ed u ca ti on al
facul ty to

is

types

to have

have de fe r r e d

the

senate

more pr e s t i g i ou s

faculties

cr ed entials,

an

pre st ig io us

larger,

the

retain

fl ex ibi lit y

su pp or te d by the

for r e t en ti on

At the
where

is

is

remai ns a po ssible explanation.

sec on d e x p l a n a t i o n

facul ty preference.

than

it

to

and po si t i o n reduc ti on s

the ex i s t e n c e

pr ef e r e n c e

and,

d i r e c t l y related

other

This p o s s i b i l i t y

an

as so ci a t e d with

senate.

for reasons

of

d i r e c t l y relat ed

to be

is

or financial

exi st en ce

loss ex p e r i e n ce s

in de pen den t

senate

this p re fer en ce

en ro l l m e n t
and

appear

not appea r

"hard dec is io n s"

as so c i a t i o n

of

not

the

that an a d m i n i s t r a t i o n m a y wish to have

enrollment

for

do

problems do

the ex is te nce
pos sible

the result

senate

if

preference,

E n r o l l m e n t c h an ge s

independent
further,

that

to

reasons.

to the

more

decision-making
support

their

257
senate

as an

this area.
retain the

eff ec ti ve

method

for

A different

reason

for a faculty to

senate at p r e s t i g i o us

be that there
in

the

is a strong,

senate

members

w hi ch

been active

the

som et im es oc cur red
suppor t

for this

of

pe rc e n t a g e

presti ge
on the

that the r e l a t i o n s h i p s
by some

of

Given that the
to some

on

membe rs have

and the senate.
be

found

above.

types

in

Further

the general

But the

of

indirect

in st itution

f a c u l t y with

are not si mp l e and

the

by

explanations
of

on a

involving

above

facul ty

both the
may

and

senate suggests
may be attenu at ed

administration

explanation

be

prof es si on al
area of

remains

f a c u l t y and
necessary

campus.

in

decision-making
decision-making

be supported,

unders ta nd

the

educati on al d e c i s i o n ­
The

first explanation,
fits

structure.

in a c c o r d a n c e with

tenable.

the association,

to

preference,

decision-making
is

ex pl an a t i o n s

involvement

pa rt i c u l a r

bureaucratic

this

faculty

c o n t i n u a t i o n of a senate must

degree,

struc tu re
mak i n g

In formants

in te rv en in g variable(s).
Either

both

faculty

in the senate and that co nf li ct has

e x p l a n a t i o n can

of Ph. D. s

to

facult y faction active

anti-union

betwe en union

both

des ir e

in

institutions may

to challenge.

a s s o c i a t i o n of the v a r i a b l e s given
association

of

involvement

association-supporting

report that

p a r t i c i p a n ts

types

anti-union

can no t or do not want

some ca mp us es

faculty

the model

structure.
do not

a

model
The

of an
The

of

second

ideal

type

findings

c l e a r l y suppo rt

in
one

258
explanation

over

one might argue

the other.

decision-making

p r o f e s s i o n a l i s m of the
not direct.

f a cul ty

is

faculty.

Fu rth ermore,

to also be

the data of

that to some extent

educational

in

this

ex pl a n a t i o n s are

this study,

in vo lvement

as so ci at ed

However,

the a s s o c i a t i o n

area.

involved,

and extent

It would

appear

as mi gh t be

instit ut ion s ex ami ne d

of

in

with

b u re a u c r a t i c c o n s i d e r a t i o n s

a ss oc i a t e d with the mode

i nv o lv em en t

the

Giv en

is

appear
facul ty

that

both

exp ected giv en that

have el em en ts

of both

types of

structures.

C o n c l u s i o n s ab ou t F a c u l t y Power in
Ed u c a t i o n a l D e c i s i o n - M a k i n g
This
five

in

su bje ct

area

of d e c i s i o n - m a k i n g di ffe rs

that e d u ca ti ona l
of bargaining.

decision-making

in

bargaining.

c o n tr a c t ua l
for

senate

have

both

that sen ate 's
faculty's
contract.

role

this

to provide

required

to

for making

reason,

pre-

a d v i s o r y roles

have a mixtur e

ar rangements.

track ba rg ai n i n g - - t h e
Three

for

pe rmi ssi ve

on a number of campuses.

Ins ti tu t i on s ex amined
and/or

nor pr oc e d u r e s

P e rh ap s

s tr uc tu r es co ntinue

faculties

is a

A d mi n i s t r a t i o n s are not

di sc u s s d e c i s i o n s about programs,
these

from the other

senate

Four

role.

Two

have

decisions

have

dual

in the contract.

a c o nt rac tua l

inst it uti ons

in ed uc at io na l

cont rac tua l

institutions

is not covered

a senate and

of

d i s c u s s i o n of
no

senate;

is cover ed

the

in the

259
A

cluster

of

institutional, union

c ha ra c t e r i s t i c s

are r e la te d to

c o n tr ac tu al

and

of the senate.

Three

ind ependence

for

the v a r i a t i o n

in fa c u l t y

in this area are of fer ed
move to

First,

ret ai n the n o n - e n f o r c e a b l e

e d u c a t i o n power

in d e c i s i o n - m a k i n g

administrations

senate

str uc tu re s

low en ro l l m e n t growth m a y r e qu ir e a d m i n i s t r a t i v e
in de ci si on s about
the high s t at ur e
to exert
senate and

programs.
types

influence
does

third pos sib le

of

Also

i n st it ut io ns

the

explanation

facul ty at the more

is a di v i d e d

where

that

fa cu lt y

decisions

p r o t e c t io n

p r e s t i g i o us

the

th r o u gh

faculty.

institutions,

the

pr o-union

many

to

take

re s p o n s i bil it ies .
some

able
Perha ps

who are s u s pi c io us
if

if

and

stic ks

to pay

leaves the more sacred

it is a
w o rk in g

the

findings

s e n a t e ’s

u n i o n i s m and who

c on di ti on s as

union and

issues

area of ed uc ati ona l d e c is io ns

of the study.

for

such faculties

more pr e st ig io us

The above e x p l a n a t i o n s are o n l y tentative,
cover

the

are among

of "blue colla r"

will tol era te a union
it

there

over

A

Am on g the

f a cu lt y out on strike

not

the

of the contract.

the

but

at

is able

facult y has been able to get
days

may

fl e x i b i l i t y

it is po ss ib le

over e d uc a t i o n a l

not need

faculty

po ssible e x pl an at io ns

inv ol ve me nt

here.

and

of course,

and

alone.
but do

260
A g e n c y Shop

Intro duc ti on
This area of

fa cul ty power

to be d i s c us se d

in contracts.

power

in

exa min ed

this

they do not come up until
ac cou nt

va ria ti on s

for

in power

and v a r i at io n
q u es ti on
pattern s

is

in

the

of the study,

produc t

of collect ive

lack

bargaining;

of ass oc ia ti on

characteristics
bel ow

faculty

This may,

in this area among the nine
other

first

a g e n c y shop

a fa cul ty unionizes.

relative

discussed

of chan ge

Unlike other areas of

se cti on

pr ovi sio ns are u n i q u e l y a

part,

is u s u a l l y among the

between

institutions

examined.

follo win g

in

the

This

ana ly si s

of

in a g e n c y shop provis ion s among the nine

institutions.

C on fl ic t and c o n t r o v e r s y withi n a fa cul ty and

betwe en

fa cul ty

the

and

as soc ia te d with this aspec t
in the a na ly si s

which

administration
of

are

facult y power,

as

c o mm on ly

is apparen t

follows.

Va ri at i o n s Pos si bl e
An
the

important

member s

of

f i n an ci al ly suppor t
repr ese nt all
ba rga in in g
extent
depen ds

and

un ion s e c u r i t y
the
the

me mbe rs
in

union.

state

The

and

whether

are

union

In public

are req ui re d
statute s

is

unit

of the ba rg a i n i n g

gri evances.

to which member s
upon

bargaining

issue

or not

req uired

to

is ob ligated

to

unit

in co lle cti ve

institutions

to support
specific

the

the unions
c o nt rac tua l

261
p ro vi si on s agre ed

upon by the

two parties

at each of

the

institutions.
In Michigan,
With

open shop,

the union and
agency
union

shop,

open sh o p

or a g e n c y shop

b ar ga in in g unit

pay dues

must pay a

me mbe rs may choose

to join

join and not pay.

Under

or to not

ba rg ai n i n g

unit membe rs

service

fee

are allowed.

who do not

to help

join the

cover the

costs

of

r ep re s e n t a t i o n by the union.
Agency
p roc edu res
dues

or

com mo n

shop

pro vi si on s

in

a l t e r na ti ve s

and

a servic e
with

fee.

agency

te rm i n a t i o n of those
union

to

for non-payers.

of

or a

dues

clause
wish
a

service

throug h which

to su ppo rt

or similar
p rov isi ons
which

fund.
m ay be

allow s

fee

faculty after

is

payment

brief

a

through

civil action by the
sus pe ns io n with

"conscie nt iou s

ma y

mod ified
who

is

the

were

objector"
does

not

to make

to a s c h o l a r s h ip
which a g e n c y shop

"grandfather

on

to join

pay a service

by

pay

to payment

be allow ed

of the dues

Another a l te r n a t i v e

of

proced ure s

en f o r c e m en t

to pay,

in any manner

to the amo un t

persons

to

to the

Among the al te rn a ti ve s

un io ni za ti on and who refuse
the obl ig at io n

en fo rc eme nt

a ba rg ai n i n g unit member who

unions

d o na ti on equal

or

in

enf or ce me nt

include

who refuse

recover damages,

var y

allowe d

Va ri ou s

shop

r ed uct ion

m ay

facult y

before

the union to be

free of

fee.

u n i o n i za ti o n must pa y dues

the

clause",

Persons

joining

or a service

the

fee.

262
E xam p le s
among

the

these

about

all of these

c o n t r a c ts

uni ve r s i t i es
of

of

studied

the

involved.

for

d i s cu ss ed

of

m a y be

Mic hi ga n
of

the

found

col le ge s

and

the ex pe rie nce s

generalizations
different

can be

union

upon rel ative a u t h o r i t y or rights

of the

of

different

union

bel ow and

can

st re n g t h

types

made

of

Some c o n cl us io ns

co n s e q u e n c e s

pro vi si on s

nine

On the basis

some

co ns e q u e n c e s

s e c u r i t y pr ovi sio ns

the

here.

institutions,

the

parties

of

p o ss ib i l i t i e s

also be d ra wn about

types
and

of

en f o r c e m e n t

unity.

These

sum ma ri ze d

in

the co nc l u s i o n

union s t r e n g th

is

enh anc ed

are

of this

section.

Fa c u l t y

influenc-eGenerally

shop more

so

than open shop.

been rea li ze d

This comm on ex pe c t a t i o n

in the ex pe ri en ce s

studi ed here,

a c c o r d i n g to

through a g en cy

of most

of the

informants.

has

institutions

Union s tr en gt h and

c o n t r o v e r s y en ge n d e r e d by a g e n c y shop both seem to va r y with
the meth od

of e n f or ce me nt

Of the nine
a g e n c y shop

changed

members.

The

original

only three has some
contracts.

informants at the

from open to a g e n c y shop after

report that
revenues

institutions,

in their

have a g e n c y shop.

used.

this change to

for the union
The

and

the number

increase was d r a m a t i c

C u r r e n t l y eight
five schools which

the original

a g en cy shop
of

form of

increased

con tract
both the

dues-paying

at three

of these

union
five

263
schools

where

be l o n g i n g

the p r o p o r t i o n

to

the union

of

bargaining

increased

from

unit members

half or

less

to

g e n e r a l l y about 90%.
As

a c o n s e q u e n ce

informants

be li ev ed

enhanced.

Apparently,

speak

for

the

membership,
action,

Some

informants

pool

has

that some
become

influence

in ba rg a i n i n g

is

moral a u t h o r i t y of the union

to

is

demonstrated

as p i c k e t i n g

from

vocal a n t i - u n i o n
union

increased

a success ful

conce rte d

leaders

schools,

wi t h the

and

have

change

the
other

informants

facul ty membe rs

leaders

is increased.

increased me mb er s h i p

wh ic h union

At two

some

by

or striking,

repo rt that with

be drawn.

act iv e

membership,

p o s s i b i l i t y of

increased

worker s m a y

the

f a cu lty

such

increased

that union

and the

job

of the

report

joined and

from

open to

a g e n c y shop.
There may be some d i s a d v a n t a g e s
to

agency

shop/agency
di vi s i v e
p.

shop

O b s er ve rs
question

issue an o r g an iz ed

141).

experiences
change at
accompanied
issue.

shop.

This

some

generally
to

be

potentially

the

most

is

(Johnstone
confi rme d

from open

their a n t i - u n i o n

in

here.

among members

joined

1981,

to a g e n c y shop

re po rte d by one college

facul ty m e mb er s who

shop have re ta i n e d

open

inst it ut io ns ex amined

by h e i g h t e n e d co nf l i c t
problem,

the

f a cu lt y faces

in st itutions

from open

regard

ob s er va ti on

of some of the

Another

anti-union

gener al

to ch an gi ng

the
The
was

over the

is that the

the union under a g e n c y

per sp ec ti ve and become a

264
disruptive
college

eleme nt

the

informants

shop ou tw e i gh ed
nor any
that

in union

meetings.

believe

is the

in clusion of m a r g i n a l l y

under

that the

this di sad van ta ge.

of the others

a g e n c y shop

might

Nonetheless,
be nefits

N ei the r

c o m m i tt ed me mbe rs
the

of a g e n c y

at this school

fear re ported by

u n de rm ine

at this

informants
in the union

union

or

lead

to

d e c e r ti fi ca ti on.
The
enhan ce

overall

influence

cha ng e to a g e n c y
con fl ic t

within

En fo r c e m e n t

the

shop does
the

of

and

the

to

that

less

generally
for

shop

does

a l t h o u g h the

of

height en ed

of the
uni ty

from

is

the

al t e r n a t iv e
u nion

In te rm ed ia t e

to

for a small

ded uc te d

from the no n- pa ye r's

the

financial

effect

mixed and

of no

these

the

to

fee vary

harsh a l t e r n a t i v e

terminate

of

apparently

or a service

of

non-payer

acti on at

sec ur e da mag es

between

pr o v i s i o n

union,

financial

The union re sp ons es

the

the a d m i n i s t r a t i o n

report positive

membership,

to p ay either dues

pu nitive

a c t i o n by

payers.

some risk

of enforcement.

d i f f e r e nt c o n t r a c t s

the

civil

shop

internal

of a member

re qu e s t i n g

in negotiation,

entail

in fl uence

varies with the mode

under

that a g e n c y

faculty.

agency

shop upon

refusal

union

f ac u l t y informants

co ns e q u e n c e s

agency

of

is

of A g e n c y Sh op

While

security,

c o nc lu si on

all

from

extrem es

or

non­
is

the

p e n a l t y to be a u t o m a t i c a l l y

salary.

On the basis

of the

265
ex pe rie nc es
appear

of

that

gr ea te st
so mew hat

the nine

the most

less

conflict.

penalty

d i vi si on with in

con tra ct

one

would

create

The

to

the

harsh create

i n te rm ed ia te a l t e r n a t i v e
create

institutions'

enf or ce me nt

uni versity,

wi tho ut

consequence,

the

of

least

ex p er ie nc es

pro vi si on s

are d e s cr ib ed

shop

added to

to
legal

member s

must

Because

of

for e n f o r c e m e n t .

battle

a

long,

in order

comply
this

with

the

under

su sp ens ion s

from work as

one

and

financial

member.

for

time.
such,

provisions.

who

from their

pr ovi si ons at other

vacation

facul ty

those

are made when co nv e n i e n t

d u ri n g

all

which

pro po rt io na te d e d u c t i o n

u su a l l y

somewhat

n eg ot ia te d

days

su sp ens io ns

union was

union

s u s pe nd ed

refuse

new
to

on e- qu ar te r
salary.

In

institutions,

the

to the ad min ist rat ion ,
These

are

but are a device

pe n a l t y leveled a g ain st

a

faculty

and

shop

the

of actio n

this

c o m p l y are

in similar

The

ex pe nsi ve

agency

As

of the

to a f f i r m that

experience,

p ro ce du re s

with a

course

percent

voluntarily

as

was

to make a ny form of payment.
un de rta ke

di vis ive

e n f or ce me nt

provi sio n

to take when several

member s re fus ed
co mp el l e d

any

agency

there was no m u t u a l l y acc ep te d

for the union

the

it

following.
At

this,

the most

seems

the union.

study,

pro ce du re s

and

The

deduction

these al te r n a t i v e

in the

in this

lax e n fo rc em en t

internal di f f i c u l t i e s

au to ma ti c

with

schools

not

rea ll y

justifying

the n o n - pa yi ng

facult y

266
Anoth er

university

instituted

a g e n c y shop

with the

p r o v is i on that the union would e nf orc e paymen t th ro ug h civil
action

a ga i n s t

non-payers.

was d i s c o v e r e d

that the

wo rs en ed d i v i s i o n s
the

intent to

Here,

in the above case,

long and e x p en si ve

wi t h i n the

addres s

as

this

faculty.
issue

it

legal struggle

Informants

in s ub seq ue nt

report
con tract

n e g o ti at io ns .
In

the two

pro ce du re s

led

to

These s t r u g g le s
faculty.
rep ort ed

long

these

Of the eight

informants

when t e r m in at io n

is

or p r e v i o u s l y have had
to

loss

paying dues or

a

retain this provision.

c on tr act s

u su a l l y state

the

schools with a g e n c y shop

the on ly al te r n a t i v e

Three

is

secure payment.

ad mi ni s t r a t i v e

to result

four c u r r e n t l y have

Those
t e rm in at io n

and

pro ble ms s eem

fee.

to

observations.

of em pl oy m e n t as
servi ce

absent en f or ce me nt

legal st r u g g l e s

fa cul ty

for enforcement.

provisions,

lax or

c rea te d or ex ac e r b a t e d di v i s io ns with in

Both

Fewer
used

above cases,

used to

in

which

enforc e

that p a ym ent

is

the

the a g e n c y

possibility

of

shop pr ovisions

a co n d i t i o n of employment,

in N o rt he rn M ic h i g a n U n i v e r s i t y ' s

co nt ra ct

as

below.

...every b a r g a i n i n g unit member ... shall tender
to
the
As soc iation,
as
a
co n d i ti on
of
c o n t i n u e d emp lo ym en t. .. , e i t h e r ...D u e s , or, in
the a lt ern at ive , a service charge in an amount
not greate r than the ... D u e s ...(1980-3, p. 4).
When

member s

fail

to comply,

warns them and then no ti fi es

the

Association

first

the U n i v e r s i t y to termi nat e any

267
who

still have

languag e

not paid.

Nor th er n

Mic hi ga n U n i v er si ty 's

is typical

An em plo ye e shall be
termin at ed at the end of
the cu r r e n t se mester ... w h e n t h e As s o c i a t io n
first
has
no ti fi ed
the emp loyee
by
l e t t e r ... w a r n i n g the em pl o y e e that unless such
dues
or
s e rv ic e
char ge
fees
are
te ndered
wit hi n t h i r t y . ..days,
the
employ ee
will
be
rep o r t e d to the Board for t e r mi na ti on (1980-3,
p. 4) .
Typically

the A s s o c i a t i o n

suits a r i s i n g

In

fulfill

from

move

in cluding

union members,

re sponse

a c t i n g to have

individual

to the minor
f a cu lt y

its c o n t r a c t u a l
At one
dilemma,

of the

the union

next co nt r a c t at
agency

conscientious

faculty

of refusal
the union
that

has

to
may

unions

If the union does
provision,

it

as

not

however,

the

failed to fulfill

r e s p o ns ib il it ies .
Michigan

chose

tol erated n o n - c o m pl ia nc e.

mo dified

offense

expectation

freed om of choice.

in that

the

The major

that some

terminated,

stereotypical

seen as weak

is

have

may regard t e r m i n a t i o n

to e n fo rc e such an a g e n c y shop

union m a y be

any

to en courage

of the b a r g a i n i n g unit.

a union p e r s pe ct iv e

the c o m m o n

destroy

shop p ro vi si on s

pr o v i d i n g a c o m p e l l i n g m e c h a n i s m

an o v e r l y ha rs h
pay.

agency

ofthe m e m b e r s

di s a d v a n t a g e
members,

simple

of

co mp l i a n c e

r e s p o n s i b i l i t y for

from the e n f o r c e m e n t of such provisions.

These
advantage

a s su me s

this
sh o p

ob je ct or

u n iv er si ti es

not to enfor ce
In the

university
p r o vi si on

caught

in this

the contract.

It

process of n e g o t i a t i n g
a g r ee me nt v/as reached
which

pr ov id ed

the
on a

both

a

clause and also p e n a l i z a t i o n by means

268
of a tw o- d ay

su sp e n s i o n

for those who refused to ac c e p t one

of the three al te r n a t i v e
Elsewhere,
throug h

threat

difficulty.

the e n f o r c e m en t
of

At

resisted up to

forms of v o l u n t a r y payment.

te rm i n a t i o n
two

with those

of the

First,

of

of the

informants

member

financial

loss,

who
rather

fee to the union.
the c o n t r o v e r s y
into

in

one or
long,

when t e rm in at io n
the onus
member

for

be ter mi na te d

without

for wa rni ng

on the

the

and div is iv e
is used to

with

service

length of time

In

union

law suit

been terminated.

to com pl y
Fourth,

built

t e r mi na ti ng the

contrast,

the

pro vi si on s

need

not

legal
lasted

initiate a

to compel

co mp li an ce

enforc e a g en cy shop.

Instead,

initia tio n of any law suit would rest

who refuses

some

re so lu ti on are

less punitiv e

Third,

ex ce pti on

or pay a

and then

unit member.

to assure

a non-compliant

retirement,

limitati ons

to enforc e

more years.
ex pe nsi ve

than

four

apparent.

One

instance of

early

to

less

above,

become

all cases.

the

may co nti nue

no n-p ayi ng b ar ga i ni ng

used much

di sc uss ed

took

Second,

the pro ce du re s

battle enacte d

is

member s

these exp er ie nc es

is s u f f i c i e n t l y dr ea df ul
almost

major

and then chose

te rm i n a t i o n al t e r n a t iv e

c om pl ia n ce

facul ty

recalcitrant

Co mp ar in g

e n f or ce me nt

loss of em pl o y m e n t

re ported by

c r ea te d

insti tut io ns which have

method s

eventual

not

the point of t e r m i n a t i on

than be terminated.

a dv an ta ge s

has

institutions,

join rather

pu nitive

of a g e n c y shop p ro vis io ns

and wishes

to resist

with the
having

when ter min ati on pr oce dur es

are

269
initiated,

the

u n i v e r s i t y acts

union to

do so.

The deed

For these

four reasons,

seems to pr odu ce

the harsh a l t e r n a t i v e

of p r o v i s i o n

college,

for en fo r c e m e n t

which allows

those

pay

if the y so choose.

no thi ng

on the

the union was

fee as a

co n d i t i o n

p ro vis ion

is that
The

co nd iti on

of

fa cul ty than

the

a c t i o n or no

for

of employment.
no

person.

reduces

the

clause,

any open di v i s i o n s
Perhap s
are

for

this

to su ppo rt

vol untar ily ac ce p t

for a facult y

In pr ac tic al

faculty

or a service

th ey acce pt a po s i t i o n

the n e w l y formed

the g r a nd fa th er

the

The rati ona le

this

of other

terms,

union.

this

on

is

the

the

really

pos it io n depends,
e mp lo ym en t

the gra nd fa th er

a c r i m o n y with which a n t i - u n i o n

resist

proced ure s

joining

fa cu lt y member

the a v a i l a b i l i t y

clause

the union began to

The exte nt to which

the ca nd id at e

such a

Anyone

fa cul ty me m b e r s

upon

grandfather

fa cul ty before

it forces

new

p r o v is io n whi ch uses

includes a

of e m p l o y m e n t when

course,

might

of t e rm in ati on

formed must p ay either dues

faculty of the college.
a choice

union action.

for civil

an a g e n c y shop

ter mi na ti on

union.

the

of the

for enf orcement.

At one

after

the d i r e c t i o n

is not a un il at er al

less d i sco rd w i th in

less harsh a l t e r n a t i v e s
p ro vis ion

under

clause

facul ty members

At the colleg e

a n t i - u n i o n senti men t

for

using

has not created

w i th i n the faculty.

the
those

least

strife-producing

in volving

s u s p en si on s and pay re du c t i o n s

brief,

for ba rg ai ni ng

enf or ce me nt
no n - v o l u n t a r y
unit

members

270
who

refuse

to pay dues or a

pay

is ret ain ed

by

a

number

c o m p li an t
stance

of as pe ct s

is not

At the

"f ree loa der s"

requir e

ag ai ns t

a

att en d

usually

n on - c o m p l i a n t
c on st it ut e

The

Also,

me mbe rs

$200

or $300,

fa cu lt y

member

non-

to the
agains t

is di ss ip at ed by the pe na l t y

such

s uf fi ci en t cause

is reduced

of me mbe rs

non-compliance

d ec is io n

faculty

lost

to retain the a n t i - u n i o n

re sen tme nt

case-by-case

c o n t r o v e r s y v/hich

Controversy

vo lu n t a r i l y a c q u ie sc e

non -pa yer s.

indivi dua l

penalty,

to

non-paye rs)

the

U s u a l l y the

these provisions.

is al low ed

same time,

ex act ed ag ai ns t
not

of

forced

(i.e.

fee.

institution.

fa cul ty memb er

and

union.

by the

servi ce

to

initiate

with

the

decisions.
is

does

acti on

deba te and

Finally,

not a great

and

does

loss

not

the

to the

appe ar

for a legal rea ct io n

to

on the part

of the suspended.
In

their

inst itu tio ns
provision.
shop,

ori ginal

st ud ie d
Currently,

four use

some

here

shop

had

form of

pr oc ed ur e

Two

of

pro ble ms

provisions.
pr ov is io n

Two
when

ch a n g i n g

the

to

the var ious ag en c y
with

the p ro vi si on s as a

en fo rci ng

institutions
open

refuse

ins titutions

introduced

from

nine

pay reduc tio n

for those who

ex pe r i e n c e d
other

the

ins titutions with a g en cy

sus pe ns io n and

s u s p e n s i o n / p e n a l t y pro vi si on s
to

of

suspension/penalty

form of v o l u n t a r y pa yme nt under

provis i o n s .

sol uti on

none
a

of the eight

p e n a l t y as an e n f or ce me nt
make some

contracts,

shop

agency

shop

introduced

this

to a g e n c y

shop.

271
Table

21 gives

provisions
exa m i n e d

in

the b r e a k d o w n
the

of

gr ea te st
major

of

power

collective

f a cu lt y

of s t r e n g t h

nine

institutions

bargaining.

m e m b e r s h i p or

for

failure to provide

first

21 are given
beg in ni ng

listed.

That

in the

with
Unity

the
is

a

en gag ed

in

union has gre atest power which
which

aff ir m the

participation through

of a servi ce

21.

in Table

for a gr oup of employees

c o n t r a c t with p r o v i s i o n s

payme nt

the

power,

pr ov i d e d by the

of

Table

of

pr ov is i o n s

decreasing

sou rc e

has a

co n t r a c t s

in this study.

The types
order

of the types of union s e c u r i t y

the m i ni ma l

suppo rt

strict

importance
en f o r c e m e n t

required,

such as

fee.

C u rr en t Un ion

S e c u r i t y Provis ion s

Type
of Shop

Enforcement
Pro vi s i o n s

Inst itut ion

Agency
shop

te rminat ion
only

Ferris State College
N o r t h e r n Mi ch iga n U n i v e r s i t y

suspension
and p e n a l t y
or t e r m i na ti on

E a s t e r n Michig an U n i v e r s i t y
Oaklan d U n i v e r s i t y
Sa g i n aw Val le y State Colle ge

suspension
and pe n a l t y
or c o n s c i e n t i o u s
objector status

W e st e r n Michig an U n i v e r s i t y

gr a n df at he r
clause or
termination

Lake

civil act ion

Central

Open shop

Wayne

Superior State Colle ge

Mi ch iga n U n i v e r s i t y

State U n i v e r s i t y

272

N o n - Co mp ll an c e
A l t h o u g h the most b r o a d - r e a c h i n g co ns e q u e n c e s
security

p r o v i s i on c ha n g e s

be twe en the
have

fa cul ty and

important

of

union m em ber s

shop

or

a

of not

the

memb er
fee

or

institutions ex am i n e d

union
go

pa y i n g m o n e y
Under

facul ty m e mb er s
than

institutions

face

to

examined

four

of the

shop provisions,
a

service

here,

of the

when

fee

the

agency

shop

union t h ro u g h dues
two of

the

a g e n c y shop provisions,

the n o n ­

to have

the union.
here

for

At

is thus

Two

are

the

objector

fa c u l ty member s
Association

the pay of such

f ac ul ty members.
f a c u l t y me m b e rs

among

penalty

the

t h ro ug h

clause.
which

refuse

may

and

the m o n e y th e y pay
options

insti tu ti on s

b r i e f l y su s p e n d

the

under

the union

m a y cho os e

eight

eliminated

simple

the

s u ppo rt

administration

m o n e y lost to

fee.

for union unity-

termination.

s u s p e n s i o n and the c o n s c i e n t i o u s
At

do

number

the re sp ons e

is

the

must s u ppo rt

Under m o d i f i e d

e l s ew he re

small

of the s e rvi ce

f ac u l ty me mb e r s and

provisions.

s e rv ic e

compelled.

power

such pr ov i s i o n s

the t y p i c a l l y

p a yme nt

of

r e l a ti on sh ip s.

The options

provisions,

balan ce

to th e m can have co n s e q u e n c e s

administration

agency

for

who resi st

such

for the

a d m i ni st ra ti on ,

consequences

of facul ty m em ber s
The a c ti on s

are

of union

have a g e n c y

to pay dues

reques t

that

or
the

c o r r e s p o n d i n g l y reduce

With this al te rnative,
goes

to

the

the

institution,

2 73
not to

the union.

suspension

is s e l e c t e d

faculty.
than

At the

inst it ut io ns with this

b y one

to several

U s u a l l y more n o n - u n i o n m e mbe rs

are suspended.

facult y

m em be rs are

servic e

fee,

and

At

one

the

perce nt

however,

and penalized,

r e m ai ni ng

of

the

pay a service

institution,

su s p e n d e d

option,

none

ma j o r i t y are

fee

a few
pay

a

du es - p a y i n g

union members.
Where a c o n s c i e n t i o u s
in one of the

insti tut io ns

choose

to have

simil ar

fund.

The
union

to be an

administrative
com me nt s

union a m o n g the
chairs

fa cu lt y

spontaneously
f ac ult y

ap pea rs
issue

to be

no n- me mb er s
report
unit

few

issues

or

rega rdi ng
in the

join the
Generally,

no

un so lic ite d

support

case

of

for

the

d ep ar tm en t

informants

on

that

or

is an

is an

m ay avo id

a

It

of

of

is

the no n- uni on

provision,
a more

op e n - s h o p provision,
an y

fees.

to

as

In

cam puses

co nc er n amo ng

a g e n c y shop

issue.

pay in g

are r e fe rr ed

number

the motive

have been

less of an

a

that among some union members,
me mbe rs

refuse to

on some campuses.
made

as

or other

of the b ar ga in in g unit.

there

there

a sc ho l a r s h i p

are me mbe rs

are

Where

where

other

r ep or te d

me mbe rs

members.

issue

is included,

the n o n -m em be rs may

fa cu lt y me mb er s

fa cu l t y excep t

where chair s

contrast,

go to

in for man ts

on this or

cause

s t ud i e d here,

their m on ey

fact that some

ap pe ar s

objector

Many

no n-p ayi ng

union
this

important

under

which

informants
ba rga ini ng

"fre e-l oad ers " and

are

274
re sented

becau se

wi tho ut s ha ri n g
generally

th ey

en jo y

responsibility

distinguish

facult y m e mb ers
on p ri n c i p le d

whose

"c on sc i e nt i ou s

their

stand

on

betwe en

refusal

the

$200

cost.

annual

wherea s

the

both

to

join

dues.

" fr ee -l oad ers " are

number

of

f ac ul t y

certification
the

n ew ly

as

sug gests that

in order

campus
second

but

do not

in dic at ion

" co ns cie nti ous

vote

the number
At

of the

at

informants
on open- sho p

that

there

are,

in

"co nscientious

of

that

objecto rs"

the
is

union

in the

who s u b s e q u e n t l y
least

two

join

of

the

the union,

dues when the union was

faculty

to pay

for a

facul ty voted for

and paid

wish

to save

scarce.

non -p ay in g

rep res en ta ti ve

a number

are

is some ti mes d i s p a r i t y between the

union.

joined
the

and

me mbe rs who

a majority

a minority

ce rt if ie d

there

for

more numerous and the n o n ­

some ev idence

el ec t i o n and

formed

institutions,
but

produc ed

First,

non­

apparently

Generally,

ob jectors" are more

" f r ee -l oa der s"

objectors".

These

Some union members

the

fact,

other

"fr ee -lo ade rs "

campuses,

Informants

and

to be based

in general.

the belief that among the no n- mem ber s

"c ons c ie nt i ou s

union

Informants

is be li eve d

ex p re ss ed

payi ng

the

objectors" are g e n e r a l l y respe cte d

principle,

$300

of

"free-loaders"

" f r e e - l o a d e r s " refuse

or

its

to pay

d is p a r a g e d as op po rtunists.
that

for

o p p o s i t i o n to unions

paying

presume

the benefit s

of the

wish to have a

for or
may
the

faculty.

be

join

This
union on

the union.

" fr ee -loaders"
typical

increase

A
and
in

275
m e m b e r s h i p when
campus.

At

change,

the

an open shop camp us
three

had before

no

the

five schools

a number

been

of

vote.

n on -m em be rs

Apparently
membe rs

indication

chose

to

when c o m p e l l e d

choose

to

join

of the di ff e r e n c e

the

scholarship

institution,

fee,
fee

reportedly

fund.

to

difficulty

of

payment

refuses
unions,

some

faculty

to suppo rt

unde rt ak e
of

a

tax as

a

number
A

of

third

for n o n - m e m b e r s h i p

fund.

service
At

this

shift r e g u l a r l y

the

from

pay in g

amo un t

of

a contribution

important

the
to

union

is

non-paying
join

because

evidenced

membe rs

the union

becomes an a g e n c y shop campus.
had to

have

no n- me mb er s

reduce

an

fee and

a
the

to

vote

a
is

few join the union and vote.

who

ob jection

income
When

exis te nc e

objector",

As

who
vote

i n s t it ut io n where

of m e mb er s

membership.

they

these

The

re fusing

to

from their

sc h o l a r s h i p
scheduled,

a

a small number

non-membership

service

in

When

and

union.

in mot iv e

fees

placed

pay dues

to pay

at an

were

made this

doubled.

p a y a service

was sugg es te d by informants

service

which

b a r g a i n i n g unit m em be rs

than rema in non-members,

faculty

an a g e n c y shop

union m em be r s h i p a p p r o x i m a t e l y

co mpelled to pay,

rather

of

b e co me s

by

endure
when the

fee

of
the

in

from

p ri nc ip le d
am o u n t

of

the course

of

open

On two campuses,

lengt hy and c o s t l y legal

servi ce

" c o ns ci en ti ou s

shop campus
unions

have

battles to secure

some members.

On other

276
campuses,

some

fa cul ty me mbe rs

t hr ea te ne d wi t h

im minent

The d i s t i n c t i o n

have

refus ed

to

join

until

termination.

be t w e e n

"conscientious

objector"

and

"fr ee-loader" d e s c r i b e s as a d i c h o t o m y v a r i a b l e s w hi ch

might

otherwise

anti­

union

be

d e s c r i b e d as co nt inuous.

se n t i m e nt

of

fa cu lt y member s

lying on a c o n t i n u u m
firmly co m m it t ed

n ec e s s a r i l y pro-union,
who have

campus

politic s

colleagues.
variati ons
a servi ce

joined
or

in

in
the

because

union nor

Public Em pl oy ee

letter

avoid

criticism

to w hi ch

and

of

from

be used

the paymen t

the bu r de n

influence

are

not

faculty
in

pr o- uni on
to d es cr ib e

of the

dues or

Some membe rs

as well

onerous.

over

facul ty

members

is

in union s e c u r i t y pro vi si on s e v e n though
to take

or d i s c o u r a g i n g m e m b e r s h i p
to

f a c ul t y

discriminate
members'

R e l a t i o n Act,

made by a d m i n i s t r a t i v e
the

number

not a l l o w an a d m i n i s t r a t i o n

encouraging

of the

members

to most

Influence

by c h a n g e s

law does

d e s c r i b e d as

to as s um e act iv e roles

is r e g a r d e d as a burden.

Administrative

role

in order

to

in the ext ent

A d m i n i s t r a t i ve

state

include a

A se pa r at e c o n t i n u u m might

fee

be

Dues-paying

but m a y

as n o n - me mb er s m a y find

af fe ct ed

could

from the most a d a m a n t l y opposed

to unionism.

members

P r o - u n i o n and

am ong

of

fa cu lt y

423.210).

informants see me d

the spir it

or a c t i v i t y

union m e m b e r s h i p

Se cti on

this

in accord

law.

an acti ve

members
(Michigan
Com me nt s
with both

Administrators

277
g e n e r a l l y made
in response
general

little comme nt a bo ut

to dir ec t questions.

att it ud e

of

union m e m b e r s h i p except

The

detachment

occurred

where d e p a r t m e n t cha ir s were me m b e r s
At

such

institutions,

c on cer ned

with

ba rg a i n i n g

unit

administration
ad mi n i s tr at or s.
req uested

co ns e q u e n c e

for

the
for

chairs’

members,

objectors,

etc.

understandably

chairs
to

Administrative

the

to

the

about

f ac ul ty by

thr ea t en ed

informants

again st n o n - p a y i n g
In c o n t r a st
administration
faculty

did

c o nf ir m

to

the d e t a c h e d

frequently

administrators discriminated

active
to

in

the u n i o n .

l e a de r s h i p role

secur ing

discretion

join

were

re qu e st s

in aw ar d ing

institutions,

the
gi ve n

lawsuits

at titude

union

filed

on the

Generally,

di s p l ay ed

by

secur ity i s s u e s , the

expr es se d

the

be 1 ief

that

basis of m e m b e r s h i p

or

informants

re ga rd ed an

in the union a l i a bi li ty

with regard

cons iderat ion for

other similar

or

within

f a c u l t y members.

in formants about

informants

activity

t e rm in at io n

the

co ns c i e n t i ou s

fa cul ty i n f o r m a n t s ’ reports that co nflict was created
the

as

did provide

memory,

payers,

in

function

informants

from

fee

institutions

me mb er s h i p

ability

usually

servi ce

are

of the

The a d m i n i s t r a t i v e

informat ion,

facul ty

of

loyalty

at

to this

of the b a rg ai n i n g unit.

administrators

the

and

only ex ce pti on

where

promot ion,
the

a d m i n is tr at or s

or g r a n t i n g

faculty

b el iev e

p r e fe re nt ia l

sabbat i c a l s , or

the
that

had

some

request.

At some

those who

did not

treatment.

This

belief

278
ap pe a r e d

to be part of the cause

loaders",

who

of resentm ent

were be lie ve d by

some

toward

informants

to

saving m o n e y and se cu r i n g p r e fe rr ed ad mi ni s t r a t i v e
by

their

are

refus al to join the

true or

study.

not

to neg ot ia te
beliefs

At

q u e s ti on beyond
appear

to be

such as the eff or t

a g e n c y shop

of Change
least

t r ea tm ent

these be l i e f s

the scope

of

part of the

on the

agreements.

part

True

both

this

cause

of

of the union

or not,

these

examination

te ntative co n cl us io ns ma y be dr aw n

of

institutions

shop.

Second,

more co mm o n

Summa ri zed

three

First,

changes

than str aig ht

first pa tte rn

institutions examine d
toward some

within

the

is the most

here

become
Third,

agency

faculty than

shop
do the

or brief suspension.

pronounced.

is mo ve men t away

original contracts.

Six of

form

of ag en c y shop.

may be

for this mo ve men t a w a y

Am ong

the

from open shop

the nine had

All but one of

shifted to some
offered

agency

below.

form of a g e n c y shop.

in their

p ro vi si on s have

for en f o r ci ng

from

provisions.

from open shop to

of t e r mi na ti on

is su mma riz ed

shop

a g e n c y shop provisions.

p roc ed ur es

a lt er na t i ve s

Each of these
The

agency

m o d i f i e d a g e n c y shop

greater di v i si o ns

more har sh

in

tend to shift

least pu nitive

produce

shop

Whether

be

have co nsequences .

Pa tt er n s

the

a

The beliefs do

ce rt ai n events,

this

is

union.

"free­

Various

these

open
has

e x p l an at io ns

from open shop toward

279
a g e n c y shop.

It ma y be that

shop

is di f f ic u lt

seek

in the

ty pi ca ll y

its

or too ri sky

first contract.
a mo ng the

first contract.
in

the p o t e n t i a l l y d i v i si ve a g e n c y

first

high

p r i o r i t y u ni on

It is also po ss ibl e

in its

It

is

also

the pr os p e c t

the a d m i n i s t r a t i o n

experience

a g e n c y shop m a y be
The second

less

c o n cl u s i o n

po ss i b l e

al te rn at iv es

St raight

to

the

agency

union;
shop

these three.
shop

in

shop,

dues;

is

that

and

provisi on s
A mon g the

only two

have some

three

of a g e n c y shop.

As

working

co ns ci ent iou s

objector

with

the

m o d i fi ed a g e n c y

shop

a g e n c y shop

p r o v i s i on s a l l o w

three

joining the union

employment.

a dd it io na l

two had

a g e n c y shop

of the eight
is to have

or two days and suffer
in

an

fee

Mo di f i e d

alternatives

to

in st itutions w h ic h had a g e n c y

to pay dues

Other mod if ic at io n s used

of

contracts,

form of a ge n c y shoy

member who refuses
for one

a l lo w

by four

that

joining but paying a se rvi ce

have st raight

used

the

feel

members:

termination

their original

m o d i f i c a ti o n

a g e n c y shop

not

for

frightening.

to b ar ga i ni ng unit

and pay in g union

not

may

in

a union,

provisi on s have become more co m m o n that str aig ht
provisions.

is

that an adm in is tr at io n,

e x c e s s i v e l y t hr ea te ne d by

union,

d e ma nd s

first d e a l i n g with

gains

un io n to

Or perhaps a g e n c y shop

contract.

ad mi ni stration,

for the n e w l y - f o r m e d

str aig ht a g e n c y
provisions.

in st it u ti on s
the b a r g a i n i n g

or the servic e
a p r op or ti on al

a gr a n d f a t he r

which
unit

fee s u sp en ded
loss of pay.

the curren t co nt ra ct s

clause,

A

include a

clause,

and

280
pr ov i s i o n s

for c o l l e ct i n g

court a c t i o n

by the

from

no n- pa ye rs

union rather

throug h

than terminate

civil

the n o n ­

payers .
The third,
experiences
with in

and most tentative,

of these

institutions

the b a r g a i n i n g

punitive

p ro ce du re s

such as

unit

for

no a c t i o n or

union.

So me wh at

by

occurs with

civil

court

less co nf li ct

use

is that greater
the

enforcing agency

a g e n c y shop provisions.
ge n e r a t e d

c o n c lu si on based

The

of

the

act io n

co nf li ct

use

of

less

shop provisions,
initiated by

is pr oduced

least

on the

the

by the straight

co nflict appears

brief-suspension/loss

to
of

be
pay

e n f o r c e m e n t procedure.

A g e n c y 5hQQ_and_Qth.e.^.Meas.ur.es of F a c u l t y Power and
Mea su re s of P r o f e s s i o n a l Stature. Institutional
C_hAr^LC-te_rJL^_tlcs and U ni on O r g a n i s a t i o n
There
power

in

power

si g n if ic an t

a g e n c y shop

other area
study.

is no

No s i g n i f i c a n t

Indeed,

out as an
There

which

lie

ex am i n e d

in

of the

is

faculty.

in

any

this part

of

the

facul ty power

in

the

number

of

s tu dy

itself.

faculty

of the me asures

No

a s s o c i a t e d with

facult y

power

in st itutional
facul ty power

or
in

a g e n c y shop pr ovisions

isolate among the vari ab les

are a
in

faculty

r e l a t i o n s h i p exists b e tw ee n

stature

union c h a r a c t e r i s t i c s
this area.

and

shop pr ov i s i o n s and either

of pr of es s i o n a l

stands

pr ov i s i o n s

of f a cu lt y power

in a g e n c y

r e l a t i o n s h i p betwee n

po ss ib le

examin ed

e x pl an at io ns

First,

the

here.
two of

method

of

281
m e a s u r i n g and r a n ki n g union s e c u r i t y provi si on s ma y not be a
valid way of a s s e s s i n g v a r ia bl es
Second,
experiences

this as p e c t
of

the

of the

facul ty

administration relationships
such

as the

nature

from the
of

making,
areas

of

past

examin ed

in

controversy

rather

fa cul ty power examined

di f fe re nt

in this part

e d u c a ti on al decis ion-

exist ed prior

U n i o n s e c u r i t y provisions,

s p e c i f i c a l l y co ll e c t i v e

are not relat ed

to

areas

to

and

c ol le ct iv e

c o ns id er at io ns

of c o l l e g i a l i t y .

of r e l a t i o n s h i p betv/een faculty power

pr ov i s i o n s

involve

such as ag e n c y shop,

ba rg a i n i n g

tr a d i t i o na l

study,

on each campus.

p ro vis io ns are

which

to

faculty-

this

of the

bar ga in in g

T e n u r e , evaluation,

of d e c i s i o n - m a k i n g

a bs en ce

to

respond

and d e p a r t m e n t head se l e c t i o n and rev ie w all

bargaining.
are

shop

areas

the s t u d y .

and

and e x t e n s i v e n e s s

agency

other

contra ct ma y

not

which gave rise to co lle cti ve
Third,

in faculty power.

and
The

in a g e n c y shop

in other areas ex am ine d here may be ex pl ain ed

by this differe nc e.
Fourth,

p ro fe s si on al

stature

and

faculty

power

a g e n c y shop m a y not be related because a g e n c y shop
area

of

power

central

to

the

concept

of

in

is not an

pr of es s i o n a l

a u t o n o m y and

control.

Union s e c u r i t y

provi si on s

have some

consequences

for

u n it y

community

of

described

in the

co n s i d e r a t i o n
member s

than

the

among a

pr of es s i o n a l

m a y be

of lesser

other as pec ts

ideal

type.

importance

peers

However,
to

the

this

faculty

of pr of essional act iv it ie s

and

282
organi za ti on .
membe rs

as

A ge n c y shop q u e s t i o n s ma y be seen by
" me re ly

techni qu es

for

fun da mental

political",

g ai n i n g

questions

power,

such

i.e.
and

having

in

as cr it eri a

faculty

to

do

with

co ntrast

to

more

for

e v a l u a t i o n and

a u t h o r i t y to alter curricula.
P e rh ap s
a b se nc e

some c o m b i n a t i o n

of r e l a t i o n s h i p b e tw ee n

p r ov is io ns and other va r i a b l e s

Analysis:

The M e a s u r e s

extent

to

part

w hi ch

a s s o c i a t e d with
the

Fi ndings

cu r r e n t

to

facul ty

w hi ch

considerations

of

f a cu lt y

co n tr ac ts at the nine
rank

ex am i n e d

the nine

II

The six areas

power

stature

of the

is

of the

were

faculty,

and

were an al yz ed
of

F a c u l t y power
m e a s u r e d as:

over

of

end,

current

in order

to

faculty power

in

two questions.

of power and the separate m e a s u r e s

in the areas w h i c h were c o m po si te

or

or union

To this

selected,

the above

the

e x pl an at io ns

power.

by the extent

(1)

positively

administration

in f a cu lt y

inst it ut io ns

inst it ut io ns

investigated

a l t er na te

power

each of the areas to ans we r

(1)

in a g e n c y shop

here.

of this s t u d y has

st re n g t h e x p l a i n v a r i a t i o n s
areas

facul ty power

the p r o f e s s i o n a l

ex t e n t

bureaucratic

six

the above can ex pla in the

of F a c u l t y Power

The sec on d

(2)

of

used

me asures are given below.

the d e p a r t m e n t

head,

which

is

283
(a)

m em be r s h i p

of the

department

head

in the

ba r g a i n i n g unit,
(b)

facul ty

(c)

f a cu lt y

involvement
review

in se l e c t i o n of heads,
of

d e pa r t m e n t

head

per f o r m a n c e .
(2)

E v a l u a t i o n of f a c u l t y members,

which

is me as ur ed

as :
(a)

peer

revie w in

1)

de ve l o p i n g criteria,

2)

a p p r o v i n g criteria,

3)

c o n d uc ti ng and re po rti ng and d i sc u s s i n g
evaluation;

(b)

end

and

and

to the a p p r e n t i c e s h i p period,

mea sured

as
1) ma xi mu m

length of

p r o b a t i o n a r y period

given and
2)

limits on routine

e v al u a t i o n of tenured

faculty members.
(3)

Faculty

(4)

Fa cu l t y

inv olvement

in tenure decisions.

involvement

in

curriculum

and

other

ed uc at io na l decisions.
(5)

Faculty
w hi ch
(a)

power

in

layoff and

recall decisions,

is measured a s :
con tra ct ua l

li mi tations

on c on di ti on s

wh ic h an a d m i n i s t r a t i o n may layoff,

under

284
(b)

ext ent

of c o ll e c t i v e

layoff and

fa c u l ty inv olv eme nt

recall de ci si on s

as

in

req uired by

the contract,
(c)

c o n t ra c t u al

li mi tat ion s

authority

on

to d e t e r m i n e

ad m i n i s t r a t i v e

the

layoff

order,

in

recall

and
(d)

fa cul ty

me m b e r ' s

rig ht s

decis ions .
(6)

A g e n c y shop provisions.

The

first

they are centra l
as being

four of these are as
to the d e f i n i t i o n

were se l e c t e d

because

of a profession,

as well

c o n t r o v e r s i a l and key d e c i s i o n - m a k i n g

latter two areas

of power

were

sel ec te d

because

areas.

The

they

involve

of dec is io n- ma ki ng ,

faculty

key de c i s i o n s and are co n t r o v e rs ia l.

Fa cu l t y Power and P r o f e s s i o n a l
of the Fa c u l t y
In two
power
the

holdi ng
(1)

of the six areas

is c l e a r l y as so c i a t e d

fa cul ty

mea su re d

a Ph.D.

ev al ua t i o n

the

Stature

department

as soc ia te d with

as

with

the pr of es s io na l

the p e r c en ta ge

or eq ui va l e n t degree.

of fa cu lt y me mbe rs
head.

Both

the percen t

of

and
of

of

stature

of

faculty members

These two areas are
(2)

facul ty power

these

f a cul ty

are

over

positively

member s ho ldi ng the

Ph.D.
It should be
areas

noted

that these

of d e c i s i o n - m a k i n g sel ec te d

two are am ong the

four

becaus e th ey are central

285
to the

d e f i n i t i o n of a

profession.

pr om ot es a

peer-system

work unit,

the d e p a rt me nt ,

control

over

pr o f e s s i o n a l
These
have hig he r

their

of r e l a t i on sh ip s
and

helps

di sc ipline,

id en t i t y

in academia.

two ar ea s

in

power,

Power

wh ic h

evaluation

head are

themselves

positively

composite

me asures.

M a n y of

the two areas are

as can be seen

in Figu re

4.

w i t h i n the

fa cul ty

the

area
basic

me mb e r s gain

major

focus

of

faculties wi t h more Ph.D.' s

and power

wh ic h c o m p r i s e

in either

over

associated.
the

seven

the d e p a r t m e n t
These

two

are

se pa r a t e elements

also p o s i t i v e l y associated,

286
Figure 4. Faculty Power over Department Head
Evaluation

department
head
me mb e r of
the ba rg a i n i n g
unit

for

Items c o n n e c t e d
.05
level
or
coeff i c i e n t .

in Faculty

d e p a rt me nt
head
se l ec ti on

d e pa rt m e n t
head
re v ie w

development
of c r i te r i a
fa cu lt y evaluation-

approval
of c r i t e r i a
for f ac ul ty
evaluation

and

co n d u c t i n g
and r e p or ti ng
results of
f a cu lt y
evaluation

decisi ve
end to
apprenticeship
period

by lines
are a s s o c i a t e d p o s i t i v e l y
at the
less
using
Spearman's
rank
c o rr e l a t i o n

287
When p ro fe ssi on al
of

the type

of

statu re

institution,

there are

between pr ofe s si on a l

stature and

type of

is

i ns ti tu tio n

faculty e va lu a t i o n
head.

Stature

not

type

p os it i v e l y with one of the

power

of cri te ria

percen ta ge
not

stand

the

two me as u r e s

same

di f f e r e n c e s

from the
is as one

which make

up the
facul ty

However,

facul ty

of

power

p r ofe ss ion al

of type

relationship
of

fo llowing

of

type

in the

to

s t at ur e--

instit uti on- -do
faculty

pr of es s io na l

power.

statur e are

one another although,
table,

might e x p e c t -- th e

in st itutions have a greater

with the Ph.D.

with

of e v a l u a t i o n power.

these two m e as u r e s

seen

of

as so ci at ed

in evaluation,

s i g n i f i c a n t l y a s s o c i a t e d with

can be

of

in

is

for evaluation.

of Ph.D.' s and statur e

Furthermore,
not

the

significantly

i n st itu tio n

is not a s so ci a t e d with

Clearly,

Stature

revi ew of the d e pa rt m e n t

facul ty power

other three c om po ne nt s

fewer a s s o c i a t i o n s

four c o m p o n e n t s

of

of inst it uti on

associated

of

co mposite m ea su re

as the stature

fa c u l ty power.

or se l e c t i o n and
of

in ap pro va l

is m e a s u r ed

pe rc e n t a g e

or e q u i v a l e n t degree.

the

direction

higher
of

status

as
of

types

faculty members

288
Table 22.

Measures of Professional Stature

Type and Name
of
In s t it ut io n

P e r c en ta ge
ofPh.D.
H o ldi ng
Faculty

Av er ag e
Pe r c e n t
P h .D. 's
by Type

30%

47%

State C ol le ge
Ferris
Lake

State Colle ge

Sup eri or

State C o ll eg e

Sa gi na w V a l l e y State

C o lle ge

80

Norther:n M i c h i g a n U n i v e r s i t y

55

Regional

State U n i v e r s i t y

M i c h i ga n U n i v e r s i t y

57

We s t e r n M i c h i g a n U n i v e r s i t y

64

Central

69

Easte rn

Michigan University

Oakland U n i v e r s i t y
Major

31

67%

90

Re se a r c h U n i v e r s i t y
Wayne

State U n i v e r s i t y

85

85%

289
Two

institutions

have a

much

higher

percent

of

Ph.D.'s
than others
its

of their

fa cu lt y

h ol di n g

regional state
with

types.
the

state

institutions

are

re ma ini ng se ven

degree,

colleges.
e x cl ud ed

or equ iv al en t degree.

of

the

those

At the

and

sample,

of

College

its type of

two

of higher

atypic al
am on g

stature

with the

the
type
Ph.D.

.01 level of p r o b a b i l i t y using

rank c o r r e l a t i o n coeffi cie nt,

institutions

of

these

fa cul ty members

90% of

is at yp ic al

others

When
from

insti tut ion s

p e r ce nt a ge

with

Sa g i n aw V a ll ey State

is s i m i l a r l y unlike

institution,

S pea rma n's

Ph.D.

u niv ers it ie s.

80% P h. D. 's

have a higher

O a kla nd University,

p er ce nt ag e

of

stature

Ph.D's

are

of type of
positively

a ss oc ia te d .
P r o b a b l y the re as o n
of

for the un u s u a l l y high perce nt ag e

faculty me mb er s with the Ph.D.

these

two

instit uti ons

institutions.
this st ud y

Most

were

members wi tho ut
periods

were

Ph.D.'s

had become

expect

for their

long

degree,

of

on the
origin

institutions

ago and

pro fe ss or s
more

re ad i l y

especially

of

of the

and were able
available.

institution.

of
two

included

in

facul ty

du ri n g earlier
Sagina w V a ll ey

the period when there

more member s with Ph.D.'s
type

faculties

have hired

Oaklan d U n i v e r s i t y and

founded after

sho rta ge

include

the recent

the other

the Ph.D.

relative

faculties

of

founded

of expansion.

State Co lle ge

is

degree

was a

to hire when
Hence,

their

than one might

290
We m a y co nc l u d e
me as ur es

from the above

of p r o f e s s i o n a l

stature

do not

the same as pe ct s

of pr of es si on al

overla p

t h e y are measuring.

of

in what

P h . D . ’s on the

facult y

is

Ph .D. 's

seems

stature.

to be

kn ow led ge

is

apparently

is imp ortant

Thus
be twe en
power

not

associated

these

four

faculty

power.

ideal

agency

stature

the

of

of p r o f e s s i o n a l
of

the
(2)

over

is

other

Among these not

for reasons

other

pro vi si on s and

there c o n v i n c i n g

as soc ia te d

with high

of

and power
here

it

the d e p a r t m e n t

of

nor are

than their

power

In neithe r area of

evi dence

of

two which

im portance
F a c u l t y power
in layoff

for
in
and

not of major

decision-making

that p r of es sio na l

fa cul ty power.

are

a n y of

the six areas

ass oc ia te d are

f a cu lt y

f a cu lt y

of fa cul ty power

profess ional s t a t u r e ,

importance.

body

faculty and

r e c a l 1 d e c i si on s are both power areas which are
t he or eti cal

a

exa mi ne d

type def init ion of a profess i o n .

shop

of

pos it ive r e l a t i o n s h i p

four other mea sur es

a ss oc ia te d with a n y

were sel ect ed
the

with

f a c u l t y power

for s e cu ri ng p o w e r .

in facult y ev al ua ti on and

H o w e v e r , the

be some

percentage

autonomy

institutions

I have d iscussed

pr of es si on al

(1)

head.

far

precisely

p e rc e n t a g e

possess ion

of pr of es si on al

Among the

two

institution.

th eoretically,

ce r t i f ie d

the basis

theoretic all y.

to high

the ap pr o p r i a t e measur e

Formally

the

there m ay

Of the two,

of type of

and

measu re

stature,

related

more e x t e n s i v e l y than stature
Both e m p i r i c a l l y

that a l t h o u g h

st at ur e

is

291
The other

two areas

with pr of e s s i o n a l
making,

as

dep ar tm en t

are

head.

have upon power

in

these

over

the

circumstance

seem

ex c l u d e d

statu re

E d uc a t i o n a l

might

decision­

from the c o n t r a c t

because

is not a m a n d a t o r y topic of b a r g a i n i n g and also becau se

faculty

involvement

t r a d i t i o n a l l y been

in

educational

h a nd le d by

are not n e c e s s a r i l y m e n t i o n e d
co nt ra ct ua l
there

is an

power

in

educational

these

is

facult y power

faculty power
a number

of

this area,
theoretical

none

stature

of the

decide

who

is

study.

not

of d e c i s i o n - m a k i n g .
upon

a

For

measur e

be a d m i t t e d

to

relat ed

to

with

There are

facul ty power

the

to

or unions

On the basis

profession,

f a cu lt y sho ul d be r e l a t e d

is to

facult y power

to a c c u r a t e l y

a p p a r e n t l y d e c i si ve ly .
of

where

is not a s s o c i a t e d

probably acting

definition

faculty's

is low

insti tu ti on s

in this ar e a

in other areas
factors

the

d e ci si on - m a k i n g .

of faculties,

Power

of

has

the senat es

of this

In tenure d e c i s i o n s

characteristics

exa mined here.

scope

not po ss i b l e

in e d u c at io na l

F a c u l t y power

decisions

Assessment

is bey on d the

it

Since

in the contract,

independent senate.

reasons,

decisions

senates.

throu gh the senates

any

power

professional

two areas.

decision­

of pr of e s s i o n a l

and

in st i t u t i o n al

influence

making pro ce du r es ma y be
this

evaluation

However,

not a s s o c i a t e d

e d u c a t i o na l

impo rt an t a sp ect s

fa cu lt y

obscure whateve r

power

tenure and

are t h e o r e t i c a l l y

standing,

to

stature,

of f a c u l t y

in

of the

pr of es s i o n a l

facul ty power

relatively autonomous

to
and

292
secure

p o s it ion s

co n s i d e r a t i o n s
a r g um en ts
because

with the

dis ci pli ne.

of a d m i n i s t r a t i o n s

for a d m i n i s t r a t i v e
tenure

entails a

But b u r e a u c ra ti c

also

c on tr ol

provide c o n v i n c i n g

over

long-term

these de c i s i o n s

c o m m i t m e n t of

A d m i n i s t r a t i v e c o n s i d e r a t i o n m a y become more
pr o fe ss io na l
tenured,

pr er og a t i v e s where

revise the

in st it ut io n' s

p a r t i c u l a r l y relu ct an t
role
of

in tenure decisions.

important

sample

factors

let

P e rh ap s

the

with

in this s tu dy has pr od u c e d

explanation

for

varia ti on s

make

f a cu lt y

together

in

of

or a d m i n i s t r a t i o n

mission may

to

impo rt an t than

the pr op or ti on

or sl ug g i s h enro ll me nt s,

funds.

facult y
plans

to

administrators

have a

si g n i f i c a n t

in terplay of a number

the

small size

the absence
facul ty

of the

of a n y clear

power

in

tenure

decisions.
We m a y conclu de
as

m e a s u r e d by

faculty power
of

perce nt ag e

workplace.

bureaucratic

have greater
facul ty of
other areas,

of P h .D .' s

stature,

sw a y

or

In a

other

in d e t e r m i n i n g

a p ar ti cu lar

number

what amount

faculty's

least

or

of

little,

profe ss ion al

with

to control

other areas,

can secure.

facult y power m a y be great

not a s s o c i a t e d with the

of

considerations

ins ti tut ion

at

is a s s o c i a t e d

in some key areas w h i c h are central

work and the

however,

that p r o f e s s i o n a l

apparently
power

the

In these
but

it

is

credentials.

29 3
Alte rna te E x p l a n a t i o n s for Varia ti on s
in F a c u l t y Power
A m o ng
unions

and

the

seven

faculties

ex pl an at io ns

characteristics
exa min ed

for va ri a t i o n s

as

of

institutions,

possible

in facul ty

a l t e r n a t i ve

power,

some

appear

p r o mi si ng and others do not.
Of the three
the number
more
have

of years

o r g an ize d

often relate d to high
been

or ga niz ed

and r e vi ew
are

factors as so ci at ed with union

more

often me mbe rs
is

f a cul ty power.

power

of

the bargai nin g

and

unit.

members.

with

Long

greate r

facul ty

which

heads
Longer

a d ec is iv e

less regular

end

e v al ua t i o n

o r g an iz at io n
gains

is

in s e l ec ti on

department

also as so ci at ed with having

fa cul ty

associated

Fa cu lti es

heads and their

to the a p p r e n t i c e s h i p period
tenure d

colle ct iv e b a r g a i n i n g

longer have greater

of d e p a r t m e n t

o rg a n i z a t i o n

for

strength,

is

of

also

in su cce ssi ve

contracts.
Anothe r
strength,

factor

number

with v ar ia ti on s
The

of days

asp ec t

is

be

with g r ea ter

used

affiliation

in
is

of

related to

in any area.

union
with

strength, high

status

two

power.

areas

status affiliation,

facult y power

fa cul ty

with

of

affiliation,
is p o s i t i v e l y

in d e v e l o p i n g criter ia

evaluations.

also a s s o ci at ed

union

is not as so c i a t e d

of U n i v e r s i t y Pr ofessors

d ef ine d here as the higher

to

be

out on strike,

as so ci at ed

Ame ri ca n A s s oc ia ti o n

a ss oc i a t e d

to

in fa cu lt y power

third

re pre sen tat ion ,

thought

lower

But

high

status

faculty power

in

294
the area

of

p r o te ct i on of

c ri te ri a

in d e c i d i ng

Overall,
factors

individuals

layoff

throu gh

une qu iv oc al

order.

only length of o r g a n i z at io n am on g

is c o n v i n c i n g l y

power s i m p l y because
under c ol le ct iv e

associated

the

with

the

greate r

f a cul ty

gener al d i r e c t i o n of power

b ar ga i ni ng

is

gains

for

faculty,

union

chang es

according

to this study.
Am ong

the three me as u r e s

are a s s o c i a t e d
high

status

with one a n o t h e r - - m o r e days
a f f ili at e

c l e a r l y a s s oc i a t e d
period
and

of

organization,

are

different

organ ize d

seems

P e rh ap s

of

f a cu lt y power.

aspec ts

to be
other

the

The third,

strength,
of

union

better

is
long

with power

two union variables.

facult y gains

a s s o c i a t e d with the other

of these

is f r e q ue nt ly as so ci a t e d

union

on l y two

out on str ik e and

Neithe r

with the other

mea sures

measuring

power.

(A.A.U.P.).

with high

not as so c i a t e d

these

of a str on g union,

c l e a r l y the y

If
are

strength.

Years

pr ed ic t i o n of

facult y

not me as u r ed

two union variables.

strike s m a y s h or te n the time spent n e g o t i a t in g

here,

For
or

are

example,

increasing

benefi ts secured.
In retrospect,
str e n g t h

would

me mb er s who
unity,

are

have

perhaps
been

pe rc e n t a g e

union members.

p r o b a b l y the most

strength.

a more dire ct
of

m e as ur e

of union

bargaining

This measu re

important c h a r a c t e r i s t i c

would
for

unit
tap
union

295
Bureaucratic
include

size

factors

of

infl uen cin g

faculty,

en ro ll m en t growth,

perce nt

layoff

administrators

of

ex pe ri en ce

facul ty

and

tenured

student/faculty

ratio.
Size

of f ac ul ty

facult y

power.

th rou gh

con tr ac tu al

larger

is a s so ci a t e d with only one as p ec t

F a c u l t y power
pr ovi sio ns

institutions.

larger

the

this m ay be

campus a c t i v i s t s .
are sim pl y
acti ve

the ranks

associated

A pos sible

as

Where

for

the number

of

c a m p u s e s , there

the d e p a r t m e n t a l

ex pe c t ed
low

the p er cen ta ge

of the

d ep ar t m e n t

change,

low facult y gains
of

heads.

of

in be ing

leve1

fa cul ty

f a cu lt y
of

to fill

s e c u r i t y of the
create a greater
on

in power
11

power, but

in the

not

is
in

tenured

selection

in the sect ion

on

is a s so c i a t e d with a high
was pr oposed

faculty tenure d

may

desire among the
Furthermore,

that

having a

increase

facul ty as a w h o l e , but does

campus.

tenured

facult y member s

As d i s c u s s e d

fa cul ty t e n u r e d .

p e rc en t of the

de c i s i o n s

ex pl a n a t i o n

interested

fa cu lt y have r e l a t i v e l y low power

percent

the

small to have

influences

facult y membe rs

p o s i t i v e l y with

ma n y a r e a s .

high

like ly than the

the

of both a union and a s e n a t e .

The p er ce nt age

is high,

in part, because

on the smaller

go ver nan ce above

d e c is io ns

r e l a t i v e l y low at

be,

of fa cul ty

Perhap s

not enough

in

more

independent senate.
that size

is

This m ay

instit uti ons are

re tained

over ed u c a t i o n a l

of

the

job

not n e c e s s a r i l y

facul ty to be

involved

as ad m i n i s t r a t o r s

in

become

296
wo rri ed ab out

managing a

give

up mu ch

power.

have,

it

is of minor

Two

tenured-in

Wha tev er

va r i ab le s me asu re
financial

faculty:

e nr ol l m e n t g r o w t h

exp erience.

Both were

fa c u l t y

mixed.

power.

fa cu lt y power,
At

The

power

in

Freedom

c o l le gi al

have

or

of

found are

a member

in

the

or

power

no
in

few

and

p o s i t i v e l y with
of

facult y

growth,

the

of the ba rg a i n i n g
low faculty

layoff

and

r e l a t i o ns hi p
is,

reduction

have some co ns eq ue nc es

is assoc iated with

little
high

the

high en ro l l m e n t

exper ience

with

job s e c u r i t y of

in only one area

with power, but only in

in st itutions
experience

but

involvem ent

reversal

from layoff

positively

may

the

layoff

to

is li k e ly to be

High e n r o l I m e n t gr ow t h

a

factor

as pec ts

is as so c i a t e d

with

unit.

de cisions,

m a y not

of

c o n s e q u en ce s

as predicted,

head

and

pr ed ict ed

inst it ut io ns

de p a r t m e n t

this

di ff er en t

so u n d n e s s and

High e nr ol l m e n t gro wt h

power.

influence

they

importance.

in st it ut io n' s

for

faculty,

predicted.

as expected,
one area.
layoff

as so ci at ed

Fa c u l t i e s at
or

approv al

recall

of

re d u c t i o n
ev al u a t i o n

criter i a .
The a bs en ce
other
may

factors with
be cau se d by

of ma n y and co ns i s t e n t
e n r ol l m e n t grow th and

r e la ti on sh ip s
layoff

two c i r c u m s t a n c e s d i s cu ss ed

s e c t i o n on

layoff and

faculties

and

at t e n t i o n

to

recall

power.

a d m in i s t r a t o r s
layoff and recall

do

Acco rd in g
not

tend

provis io ns

ex pe r i e n c e
above

to
to

until

of

in the

informants
pay

much

the wolf

is

297
at

the door.

This might

are

less pa tt ern ed

layoffs may occur

produ ce

than those
under

and

The ab sen ce
layoff

at tes ts

and

for w h ic h

associated

high

reduction

layoff

e x p e ri en ce

Also

because

pr ov i s i o n s

in

m a y be

findings

predicted

It was

found

to be

to be so

of fa cul ty power:

re str i ct io ns

on co nd i t i o n s

a d m i n i s t r a t i o n m ay de cl ar e
a

these

was

facul ty power.

in five se par at e mea su re s

(2)

of power.

layoff cir cum st an ce s.

s t u d e n t / f a c u l t y ratio

with high

(1)

which

of r e l a t i o n s h i p b e tw ee n e n r o l l m e n t gr ow t h

to the v a r i a b i l i t y of
A

in other areas

in power

very d i f f e r e n t c i r c u m s t a n c e s

of the v a r i e t y of reaso ns
used.

variations

dec is iv e

end

to

under

which

the

a layoff,

the

apprenticeship

per iod,
(3)

fa cul ty

(4)

fa cul ty

power

in

s e l e c ti on

of de pa r t m e n t

heads,

heads,
(5)

This

units.

factor

was more

than

of

(1)

r atio
job

does

security

d i s s a t i s f a c t i o n due to p e r ce iv ed
relative

lack

of

membership

in

f r eq ue n t l y

r e lat ed

a n y other al te r n a t i v e

student/faculty

pre di ct ed

head

bar ga i ni ng
a l t e rn a ti ve

in rev ie w of d e p a r t m e n t

and

d ep ar t m e n t

f ac ult y power
high

involve me nt

co nce rn

produ ce
for

overload,

am on g

factor.

the

to

Pe rha ps

a

the c o m b i n a t i o n

f a cul ty
to gether

but

job

with

(2)

administrators

about

298
fle x i b i li ty because of u n d e rs ta ffi ng ,
on

the part of the a d m i n i s t r a t o r s

and also

(3) a desire

to give s o m et hi ng to the

facult y less e x p en si ve than more colleagues.

Conc lu si on s
Overall,
analysis.
and

areas

F a c u l t y power

facul ty

relatively
of the

two

power

faculty.

as s o c i a t e d

These

compos e

them

some asp ec t

are

Table

also
23

as

of

heads

are

factors

facul ty power.

faculty,

and the

which

stature

and

in faculty

elements

of

union

al t er na ti ve

associated

me as ur es

both

frequently

for va ri a t i o n s

frequently

this

f a cu lt y members

po ssible

of power

the

in

with p r o f e s s i o n a l

institutional,

shows

alternative

of

out

are also r e l a t i v e l y

ex am i n e d

two areas

stand

department

to p r o f e s s i o n a l i s m

power.

stature and

two

with the other

explanations

another.

the

associated

These

characteristics

power

in e v a l u a t i o n

over

f re qu en tl y

of

with

which
one

pr of e s s i o n a l

are a s s o c i a t e d

with

299
Table 23.

Variables Associated with High Faculty Power

Var iable

Type

P r o f e s s i o na l

of F a c u l t y Power

Stature

High P er c e n t P h . D . ’s

d e p a rt me nt chair is
member of the b a r g a i n i n g
unit
fa cu lt y select d e p a rt me nt
chair
fa c u l t y rev ie w de pa r t m e n t
chair
fa cu lt y d e ve lo p cri ter ia
for facul ty ev al u a t i o n
fa cu lt y conduct and
report faculty ev al ua ti on

High Statu re Type
of In s t i tu ti o n
f a cul ty d e ve l o p cr it eri a
for faculty e v a l u a t i o n
f a cul ty involvement
layoff and recall
d e c is io ns

in

B u r e a u c r a t i c Factors
High S t u d e n t / F a c u l t y
Ratio

dep ar t m e n t chair member
of ba rg a i n i n g unit
f a cu lt y select d e p a r t m en t
chair
faculty review d e p a r t m e n t
cha ir
dec is iv e end to
apprenticeship
a d m i n i s t r a t i o n r es tr ic te d
in co nd i t i o n s under which
layoff ma y occur

300

Table 23.

(cont.)

High E n r ol lm e n t

Growth

d e p a r t m e n t chair member
of the b a r g a i n i n g unit

Low E n r o l l m e n t Growth

f a c u l t y invo lve men t
layoff and recall
de c i s i o n s

Little Layoff or
Re d u ct i on Ex per i en ce

f a c u l t y ap pr ov e cri ter ia
f a cu lt y ev al ua t i o n

Low Perce nt Tenure d

f a cu lt y s e l e c t i o n
d e p a r t m e n t head

Small

fa cu lt y c o n t r a c t e d power
in e d u c a t i o n a l de c i s io ns

Size of F ac u l t y

in

of

Union Strength
Long Time Or g a n i z ed

d e p a r t m e n t chair member
of b a r g a i n i n g unit
f a c u l t y select d e p a r t m e n t
chair
faculty review department
chair
d e c i s i v e end to
apprenticeship

High Status Agent
(A.A.U.P)

f a cu lt y d e v e l o p cr it e r i a
for f a cu lt y e v a l u a t i o n

Low Status Agent
(M.E.A.)

unequivocal

layoff

order

301
Three va ri ab l es are more h i g h l y
facult y

power.

F a c ul ti es

tend to

institutions where a higher p e r c e n t
Ph.D.

degree,

facul ty

of

these

facult y power are shown

5.

for a

themse lve s h i g h l y

rel a ti on s hi ps am ong

Figure

have

Var iables

is

longer

at

time.

and the

These
The

three

pattern

the areas

of

5.

with F a c u l t y Power1

High facult y
power in e v a lu at io n
of facul ty members

number

power

higher,

interrelated.

in Figure

with high

f a c u l t y heave the

va r i a bl es and

A ss o ci at ed

High percent of
Ph.D. holding
faculty

higher

of the

the s t u d e n t / f a c u l t y ratio

has been o r g ani ze d

variables are

a ss oc ia te d

High f ac ul ty power
in se l e c t i o n
d e p a r t m en t heads

of years

n High
student/faculty
ratio

Variables
c o n ne cte d by
lines
level
or
better,
using
the
coefficient.

It would appear
enables
areas

a facul ty
for

that having

to secure

pr ofe ss i o na l
One

these

or ganized

a long period

of

at
the .05
cor re la ti on

professional

high power

control

conditions.
for

of

are a s s o c i a t e d
Sp ea rma n
rank

over

time.

in two

work

conditions
The

cr ed ent ial s

under
is

important
certa in

having

other

been

is having

302
the

instit ut io na l and

job

s e c u r i t y wh ich exists where

there

is a high s t u d e n t / f a c u l t y ratio.
It

m a y be that

pr o f e s s i o n a l
fa cu lt y

c r e d e n t i a l s do

power

p r io ri ti es

in other

becau se

co nf u s e s

to

whatev er

These

exert u n c h a l l e n g e d

factors

which

enr ol l m e n t

not

of power,

so r e adi ly

a number

exist b e tw ee n p r o f e s s i on a l
the workplace.

areas

of

statur e and control

The r e l a t i o n s h i p betwe en

are

se l do m

m a y be

that

in

low

these other

areas

the

faculty

bureaucratic

prerogatives

or high

facul ty power

between

in e v a l u a t i o n and

because contr ol

pr e r o g a ti ve

Perhap s

administrations

the

pe r c en ta ge s

of

facul ty

than

m e mb er s

thems el ve s to letting the
these

outcomes
allow

of

of the

administrators

re l a t i o n s h i p with

a re as

low

facul ty

membe rs

over

the d e p a r t m e n t
is a

in other
of

stature

more

areas

with

Ph.D.'s

head may
important

of

institutions

power.

with

have

and

high

resigned

f a cu lt y have r e l a t i v e l y high power

and have

elsewhere.

p r o fe ss io na l

in these areas

professional

in

credentials

f ac ul ty p o w e r .
The r e l a t i o n s h i p

occur

as

with

professional

hav in g a clear

co n c e r n such

ass oc ia te d

of

factor

over work and

influence.

influence

leads to neither

bureaucratic

influences do not appear

inter pl ay of
and

high

bureaucratic

stagnation,
It

to

mi gh t ot herwise

might excite a d m i n i s t r a t i v e

f ac ul ty power.

lead

important

relationship

a faculty's

For

soug ht

to

example,

to have

retain

contr ol

over

an a d m i n i s t r a t i o n

can

co ns i d e r a b l e

control

over

303
e v a l u a t i o n of
tenured or,
in

a

one an ot he r

that

failing,

department

department

heads

ad min ist rat or s,
the de pa r t m e n t

not

back ed

com posed
power.

of

who gets

who

will

are

peers

be

tenured.

fa cul ty

Similarly,

of fa cu lt y

me mb er s

which might

have

and

if
not

been given

head m a y be given to the dean.

a d m i ni st ra to rs do
to

over

over the p r o p o r t i o n of the

dut ies and power

Pe rha ps

methods

but retain c o nt ro l

in

other

not

have r e a d i l y

retain contro l
do wn
a high

so

decision-making

over

readily

a v a i la bl e

out comes
when

p er ce nt ag e of

and

faced
Ph .D. 's

areas,

a l t er na ti ve

t h e r ef or e
with

who

have

a facult y
d e m a n d more

Chapter 5

C ON CL US IO N

In tro duc tio n
E ro s i o n of worker contr ol
does

not seem

to ch ar ac t er iz e

d e c i si on -m ak i ng .

The

generally

power over

gain ed

considerations

decision-making

I,

v ar ia ti on s

involvement.
of

the

and

a mo ng

faculties

some

encouraging

results

The

are

analys is

results.

f a cu lt y power

of

in some

areas

ac ad emi c

the c on cl ud in g
tog ether

Fin din gs

he ar te ni ng

II,

from
about

power

for

On

a

in the

of

and with greater

power

campuses,

in decisi on s.

f a cu lt y is

the

produced

associated

High
with

Long term o r g a n i z a t i o n

is a s s o ci at ed with greater

304

course

after

also has

number

influence

the

faculty

co m p a r i n g c u rre nt

in some areas.

for co ll e c t i v e b ar ga i n i n g
power

In

institutions

faculties do have c o n s i d e r a b l e

greater

of

su cce ssi ve co nt ra ct s

at the nine

stature

bureaucratic

power.

c o l l e c t i v e l y ba rg a i n in g

pr o f e s s i o n a l

from

here

to w h i c h ac ad e m i c

results are brought

G e n e r a l l y faculties gain

original contract.

examined

stru ct ure

democraticized.

change,

in cu rre nt

Overall,

the

in ac ad em ic

However,

to limit the extent

follows,

about

faculties

time.

into

can be

d i s c u s s i o n whi ch

work and the wo rkplace

recent changes

union ize d

built

in sti tutions ap pea rs

Fin di ng s

over

overall gains

f a cul ty
in power

305
over

time.

faculties
not

In
have

some

less power.

associated

with

c o ns id er at io ns ,
to

d i m i n i sh

stature

of de ci si on -m ak in g,
In

some areas

professional

however,

f a cul ty power

stature.

relationship

the

f acu lt y

be twe en

and

ge n e r a l i z a t i o n s are d i s c u s s e d

the

faculty

in the

is

Administrative

p a r t i c u l a r l y under adverse conditions,

the

of

areas

seem

pro fe ss io na l

power.

These

fo llowing paragraphs.

Variables Associa te dw it h High Faculty
Power

and Gains

In Fi nd in gs
as so c i a t e d
pe rc en ta ge
(3)

with

high

number
when

ass oc i a t e d

with

faculty m e m b e r s
Fig ur e
institutions

but percent
gains

high

vari ab les are

f ac ult y power:

years

are

added

orga ni zed

to

(1)

fa c u l t y

for

me asures

variable

power:

I, on gain
of

current

emerg es

low pe rc en ta ge

shows

the c h a r a c t e r i s t i c s

union o r g a n i z a t i o n

which

of

as
of

high power

for

of P h .D .' s are

positively

associated

collective

or

are a s s o c i a t e d

faculties.

All

with high

in two of the three areas

f a cu lt y power,

administrative

faculties,

are a ss oc ia te d

power and /o r

ch a r a c t e r i s t i c s

and

tenured.

and

re s t r i c t i n g

high

collec ti ve

in Fi ndings

the

institu ti ona l

in fa c u l t y power overall

of gains:

that three

(2) high s t u d e n t / f a c u l t y ratio,

of

high

6

in

noted

the data d i s c u s s e d

a n o t h er

with gains

it was

c ur re nt

facul ty power,

faculty,

I,

of P h . D . ’s ,

bargaining.
in

in F a c u l t y Power

individual

authority.

rights and
All

with r e l a t i v e l y high

four
faculty

306
power

in

two to five

p ara gra phs
for

the

whi ch

areas of

follow,

association

of

curren t contracts.

In the

tentative exp lan at io ns

are given

these

and

c h a r a c te ri st ic s

high

facult y power.

Figure

6.

V a ri ab le As so ci at ed

with F a cu l t y P o w e r 1

High
student/faculty
ratio
High
percen t of P h . D . ’s
a m o n g fa cul ty

number of years
unionized

V a r i a b l e s co n n e c te d by
a line are po si ti ve ly as so ci a t e d at
the
.05 level or better
using S p e a r m a n ’s rank co rr e l a t i o n
coefficient.

As
facul ty

can

be

tenured,

ratio,

both

greater

fa cu lt y

te nu r i n g - i n
insti tut ion s
relatively

seen

is a ss oc ia te d

of w hi ch

does

factors

power.
lead

with a
lower

in Di ag ra m

This
to

5,

p er ce nt ag e

of

with a high s t u d e n t / f a c u l t y
were

pr edicted to

ass oc ia ti on

relative

high percent

student/faculty

produce

sug ges ts

over-staffing.

that
The

of faculty

tenure d

ratios.

Low

tenured and high s t u d e n t / f a c u l t y ratios
with having been organ ize d

low

have

percen t

are both a ss oc ia te d

for a long time,

a ch a r a c t e r i s t i c

307
itself as so ci at ed
power.

A

both with high power and greater

high percen t

of

among this c o n s t e l l a t i o n
high

facult y

these
power,

ass oc i a t e d

high p er ce nt ag e

characteristics

only

high

of P h. D. 's are
original

power

throu gh s u c c e s s i v e

gain more power

facul ty

than do
a

to

Ph.D.'s

area.

based

on a
high

higher

not n e c e s s a r i l y

fewer Ph.D.'s.
ratio

m ay

give

work a s s o c i a t e d

to

not

faculties

retain this

pr es si ng

for

grant some

with

lead

more

a

to

power.
of this

is r e l a t i v e l y u n d e r s t a f f e d and

therefore,

Furthermore,
un d er st af fi ng ,

grant co nt r a c t

is

More work might

be wi l l i n g

institu ti on

produced by re lative
prefer

al s o more

a faculty

a d m i n i s t r a t i o n has,
major cost

of

but do

with

ma n y classes.

and to

the

co n t r ac ts

student/faculty

administration may

power because

gains

in

f l e x i bi li ty in staffing;
to

retain the

savings

an a d m i n i s t r a t i o n might
power

rather than

hire

is s i m i l a r l y

associated

with

faculty members.
Low

great er
and

also

with high

Apparently

c o n t r a c t and

but

large classes and/or

more

is

able to secure re la ti ve

faculties

high

job s e c u r i t y

di s c o n t e n t m e n t

as so c i a t e d

cla im s to p r o f e s s i o n a l stature

in their

Having

pe rc e n t a g e

facul ty gain.

power

a

fa cul ty

of c h a r a c t e r i s t i c s a s s o c i a t e d with

four

with high

which have solid

the

on the

in

faculty power.
Of

The

Ph .D. 's

gains

perce nt

t e nu re d

faculty gains.

p r o b a b l y young er

Perha ps
facul ty

a r e l a t i v e l y r e c e n t l y hired

is more

likely

to still

have

308
r e l a t i v e l y high e x p e c t a t i o ns
of

gra du at e

insti tu ti ons

for

school e x p e r i e n c e
than

the

one

f a cul ty

in larger,
in w h i c h

Perhap s an a d m i n i s t r a t i o n w h i c h does
facu lt y m a y grant more power
facu lt y me m b er s
Years
associated

than

more

they

not

fear

are

born

p r e s ti gi ou s
teaching.

tenuring-in

it would were more

of

of
the

tenured.

o r g ani ze d

with

f ac ult y power

involvement,

for

both high

in a number

collective

facul ty

f a c u l t y gain
of areas.

that

faculties g e n e r a l l y gain power

The

more c o n tr act s

ba rgained,

power

and gr e a t e r

This

is

current

is expected,

given

in su cc e s s i v e contracts.

the greate r

gain would

be

expected.

V a r i a bl e s S el d o m A s s oc i a t e d wi t h High F a c u l t y
Power or Gains in F a c u l t y Power
A

number

of

institutional,

c h a r a c t e r i s t i c s are not a s s o c i a t e d
only

i nf r e q u e n t l y

either as cu rre nt
are shown

in the

a s s o c i a t e d wi t h
power

or gains

foll ow in g

faculty,

with

and

union

facul ty power

or are

facul ty

in power

figure.

over

power me as ur ed
time.

These

309
Figu re

7.

Variables
I n f r e q u e n t l y Ass oc ia te d
Faculty Power1

with High

Low
en r o l l m e n t
grow th
Large
size of
facult y
High
• statu re type of
-institution
More days
out on
strike
More layoff
and re duction
exper ie nc e
N High status
representative
(A . A . U . P . )

‘V a r i a b l e s co n n e c t ed by a line are p o s i t i v e l y a s s o c i a t e d at
the
.05 level or less using
S p e a rm an 's rank cor re la ti on
coefficient.
High
ce ntr al

status

faculties

tr ad i t i o n a l
to

explanation

These
layoff and

sele ct

expect,

larger.
the

in

the

co ll e c t i v e

higher

and

of en ro l l m e n t
high status
red uc ti on

bargaining.

limited a s s o c i a t i o n of

to

be

a

faculties

of

Also expected,

e d u c a t i o n b a r g a i n i n g agent,

institut ion

examination

in st itu tio n seems

As one mi ght

tend to

them

for

of

in sti tu ti on s are

higher

re pr ese nt

type of

type

c ha ra ct e ri st i c.

the higher
these

statu re

status,

the A.A.U.P.,
A

types

of

e x p e ri en ce

possible

high stature

power m ay be found by the
c ha nge s and days

more

of

following

out on strike.

institutions
and also have

have

had more

had greater

310
pr ob le ms
years.
for

with

little or

P er hap s at such

great er

stature.

power

their

wi t h the d e ma nd s

the

of

professional

the two

institutions

with e nr ol lm en t
witho ut

to respon d

losing
to the

on the c o m p e t i n g demands

of each p ar ty ju stified within

different

prerogatives

recent

p r of es si on al

of such

belie ve n e c e s s a r y

for control,
co n t e x t

high

up much control

C o n f l i c t m a y ensue based

in

faculties do press

pr ob le ms a s s o c i a t e d

ca n n o t give

f l e x i b i l i t y th e y

problems.

of

grow th

the

the a d m i n i s t r a t i o n s

have serio us m a n a g e m e n t

the

e n ro ll me nt

institutions

because

However,

s t a g n a t i o n and

no

of

the

frames

of r e f e r e nc e- th e

f a cu lt y

and b u r e a u c r a t i c

a u t h o r i t y of the a d m i n i st ra ti on .
Evidence
number
f a cu lt y
strike
greater
help

of this

of days

out on strike

and high

in power

faculties
lead

co n t r a c t u a l

au thority.

the

associated

with greater
for

p r ev en t

co nd i t i o n s

cover

loss

with

findings

This

that

the

where

power,

appear

to be c h a r a c t e r i z e d

higher

power

in only two

time and longer

higher

out on
nor with

the

strikes

where

adverse

for

greater

press

te ntative

e x p l a n a t i o n does
stature

faculties

by en ro l l m e n t

components,

strikes.

but days

power
to

one might expect

large size of

Perhaps

of

a dm in i s t r a t o r s

in the greater

curre nt power

faculty.

institutions,

over

can be seen

status repre se nt at iv e.

is not a s s o c i a t e d
gains

co nf l i c t

types

of

to have great
pr ob le ms and

little gain

in power

311
In

summary,

it ap pea rs

bu r e a u c r at i c c o n s i d e r a t i o n s are
of

power and

education.

in change s

of

Professional
power

are

problems,

authority
pr er og at i ve s

s tr uct ur e
of the

sec uri ng greater

involved

power

the co nc ern s

faculties and

power.

in ins titutions

in some areas.

co mp ete s

pr of es si on al

with

and

in the d i s t r i b u t i o n

statur e appear s

to have ex te nsi ve
institu tio nal

that both

to a l l o w

However,

of higher
faculties

where

there

of the hi er ar ch ic al
the

pr events

p r of es si on al
fa culties

from

F A C U L T Y P O W E R U ND ER C O L L E C T I V E B AR GA IN IN G AT
PUBLIC, F O U R - Y E A R C O L L E G E S AND
U N I V E R S I T I E S IN M I CH IG AN
VO LU M E II
BY
LE S L I E ANN DO B B E R T I N

A DISSERTATION

S u b m i t t e d to
M i c h i g a n State U n i v e r s i t y
in partial f u l f i llm en t of the requi rem ent s
for the de gr e e of
DOC T O R OF P H I L O S O P H Y
Department

of S o c i o l o g y

1989

Appendix

CH A N G E S AT CE NTR AL M I C H I G AN UN IV ER S I T Y

In tr od u c t i o n
Ce nt ra l M i c h i g a n
normal school
much

of

U n i v e r s i t y was

and has e m ph as iz ed

its e a r l y history.

arts e d u c a t i o n

including a d o c t or a te
Enrollment
favorable than

gro wt h at

C.M.U.

7%.

16% and the

The budget

Fr o m

from 1980 to

difficulties

flexibility

re pr es e n t a t i v e
C.M.U.

the

1980 C.M.U.
Enr ol lm en ts

decli ne

in growth

by C.M.U.

have

fell by

through

been ac co m p l i s h e d

temporary

Department

facul ty has
of

Higher

1960-1983).
Wh en

in

(Michigan

to

The averag e

have been m a na ge d

a t t r i t i o n and use of

more

co ll ege s and

by 13%.

and the

large ly th ro ug h

somewh at

grew by 134% while

1970

1983.

F a c u l t y red uc ti on s

1969,

forty areas,

four-year

C.M.U.

re or ga n iz ati on.

Education,

in over

state's av era ge

ex pe r i e n c e d s ta te -w id e

al lo we d

offers a liberal

has been

public

Fr o m 1960 to 1970

fell by 6% at C.M.U.

as a

in psychology.

the st a te 's a ve ra g e gr ew by 100%.
grew by

in 1892

e d u c at io n throug h

C.M.U.

de g r e es

for the state 's

uni versities.

teache r

Today,

with a d v a n c e d

founded

U.S.

the

C.M.U.

fa cul ty

for the purpose
became the
with

a

voted

of c o ll ec ti ve

first

four-year

un io niz ed

faculty.

312

to

certify

a

b ar ga in in g

in

public

institut ion

Five su cce ssi ve

313
contr ac ts
1971-74,

have

been w r i t t e n w h i c h cover

1974-77,

The

1977-80,

fa c u l t y at

facult y

en jo ys

and

C.M.U.

a

has never gone

relatively

affairs,

matters.

latter are ha nd le d

s t ro ng

e m pl o y m e n t

forum for

matters,

the

pro cedure

by

co ll egi al

fa cu lt y

in

the

in rights

four co nt ra ct s whi ch

ra ti fi ca ti on

of the

first

memb er

either

d e c r e a se

increase

in

co ll eg ial

increase
three

of the

types

There were
authority,
and

the

in

internal

de cr e a s e

in

grieves an

allege d

by the contract.
been made
since

the

the changes

administrative

authority,

a u t h o r i t y of
of

occ ur re d

in co ll eg ia l
the

g r ie va nce

Most of

individual

the

fa c u l t y

facult y m e m b e r s .
in

a few instances ea c h of
d e c r e as e

Senate

ed u c a t i o n

have been ne got iat ed

individual righ ts

of ch ang es

in

or a u t h o r i t y have

contract.

en ta il ed

and c u r r i c u l u m

role

con tra ct v i o l a t i o n or a p r o b l e m not cover ed
F i f ty -t wo ch an ge s

in

In a d di ti on to being

Senate p r o v i d e s an

which a

The

role

th ro u g h the A c a d e m ic

faculty's c o l l e g i a l

the A c ad em ic

on strike.

decisions

which co - e x i s ts with the As so ci a ti on .
the

1970-71,

1981-84.

d e p a r tm en t a l
The

the years

about equal

gains

These

number.

in ad m i n i s t r a t i v e

a u t h o r i t y of
rights

or

of

the

faculty

the

f ac ult y

fourteen were

of major

members.
Of the

fi fty-two total

significance.

Ten of these

a u t h o r i t y of the

faculty.

changes,

fo ur te en were gains

in coll eg ia l

314
About

half

of

the

fift y- two

fourth c o n t r a c t

(1977-80)

fifth

(1981-84).

c o n t r ac t

occ urr ed

in the
c ha ng e s

co nt ra ct

due to

con tra ct

negotiations

in the cou rse

occurred

and

of

the

fifty-tv/o

Of the

in the

suggest
original

p a rt ie s with

added,

i nv ol ve men t
layoff

but

were

de v e l o p e d

were

made

faculty.

These six in creased

decision-making

pro vi de d greate r

in

c h a n g e s , seven

Six of these were gains

in shared

and

chang es

fou rte en major

in this c o n t r a c t a r e a .

of

contracts

of the two

subsequently

in the

of n e g o t i a t i o n s .

col legial a u t h o r i t y of the

aspects

in the

the chang es

p r o c e d u r e s and r e l a t i o n s h i p s

policy.

faculty's

bulk of

items o m itt ed

inex pe ri en ce

in the

Twenty-nine
emp lo ym en t

That the

were not
the

occ ur re d

and about a third were made

later and not the earli er

that the

actual c ha n g e s

chang es

in
the

in various

a u t h o r i t y to

the

faculty in va rio us d e p a r t m e n t - l e v e l d e c i s i o n s .
Among
right of
clause,
rev iew

the no tab le
C.M.U.

to

bi nd in g
co m m i t t e e

gr ievances abo ut

ch ang es were

file a

grievance, a

ar bit rat ion ,
with

the add it i ons

f inal

managements

a g e n c y shop,
and

var ious e m pl o y m e n t

of the

bi nd in g

and

right

a facult y

auth or ity

decisions.

in

Mer it pay

raises d i s t r i b u t e d

s o l e l y by the a d m i n i s t r a t i o n were droppe d

and eq u i t y / m a r k e t

rai ses

faculty r e c o m m e n d a t i o n s
Overall,
increase

both

the

made by

the a d m i n i s t r a t i o n

with

were a d d e d .

genera l d i r e c t i o n

the co ll eg ia l

of change has

involvem ent

of

the

been to

fa cul ty and

315
the

individual

restricting

rights

of

the

administrative

facult y

a ut ho ri ty .

chang es as well as of their ca us e s and

Chang es
Since
ad d it io ns

have
Two

of

faculty's

these are

authority,

two

r i g h t s , and one

is a

f a c u l t y 's c o l l e c t i v e autho ri ty .
First,

the

c on tr ac t

subjec t to hara ssm ent ,
of m e m b e r s h i p
2 ) ,l

Simila r but not

M i c h i g a n 's
Com pi le d

differently

than does

p r o t e c t i o n wit hi n
g r i ev an ce
This

and

administrative

*A11
ci t a t i o n s
ba r ga in ed a g r e e m e n t s

increase

memb er

the

s h a l 1 be
because

(1981-84,
in

(Mic hi ga n

so me wh at

inclusion

faculty

as well as r e dr es s
ch a n g e s

(PERA)

of

below.

is giv en

actio ns

and

all ow s

in

the

co ntract provision,

p r o te ct ed

the statute,

fol lo wi ng

restrictions

the A s so ci at io n"

The new

the c o n t r a c t

procedures
the

the

of

int erference

R e l a ti on s Act

L a w s , 4 2 3 . 3 1 0 . l a ).
descr ibes

or

"no

of

for A s s o c i a t i o n

ident ica l p ro te ct io n

Pub li c Em pl oy me nt

however,

major

that

intimidation,
of

a number

These are d i s c u s s e d

p ro vi de s

in and su ppo rt

follows.

r e st ri ct io ns

are minor

of

c.M.u

p ro vi si on s
minor

while

discussion

imp lications

in A s s o c i a t i o n Righ ts at

been made to the

administration's

p.

A

the or igi na l co n t r a c t was negotiated,

rights.

the

me mbe rs

under

are

of this

re co u r s e

to

the s t a t u t e .

restr ict ions

in

authority.

in
the A p p e n d i x
unl es s ot h e r w i s e

refer to
indicated.

the c o l l e c t i v e l y

316
Second,

C.M.U.

a d v a n t a g e . . .to a n y
purpose

has

ag re e d

pe rs o n or

u n d e r m i n i n g the

third

change

or charge
but

under

has ag r e e d that

not

do both

"special

an e x p re ss ed

(1981-84,

p.

2).

f a c u i t y 's r e sp on ses

are both c o n t r a c t u a l
the

to

vi ol a t i o n s

M i c h i g a n statute.

it will either

the a d m i n i s t r a t i o n

will

g ro up w h i c h has

restr icts

Labor P r a ct ic es

Association

give

the p r o t e c t i o n p r o v i d e d by PERA.

a d m i n i s t r a t i o n ac t i o n which
and Unfair

to

Association..."

This p r o v i s i o n goes bey on d
The

not

file a grie va nc e

with an Unfair

(1981-84,

p.

The

Labor

Practice,

3). Wi th ou t

this

re st riction,

the A s s o c i a t i o n c ou ld both charge and g r i e v e , a

combination

of options

Association

than either

The

of

a

Pr e s i d e n t
members

has also

extent.

strike

of

or other

It

is

r e duc ed the

similar

re pr es e n t a t i v e

(1981-84,

representatives
not to take

of

to the

p.

61).

author ity of

now re qu ire d

to cease and to resume work

administration

advantageous

one by i t s e l f .

fourth change

facul ty to some
event

p o s s i b l y more

action,

the

will ask
upon

that

in

Association
the

st riking

the r eq ues t

Witho ut

this

the A s s o c i a t i o n could choose

change

of an a g e n c y s h o p .

provision,
wheth er

in

or

A s s o c i a t i o n rights

is the ad di ti on

In the or ig in al c o n t r a c t

f a cu lt y members

who did not join the A s s o c i a t i o n were not re qu i r e d to

was

of the

this a c t i o n .

The major

service

the

fee.

In the third

added wh ic h

requir es

contract,

pa y a

an a g e n c y shop clause

all b a r g a i n i n g

unit m e mb er s

to

317
either

join the A s s o c i a t i o n and pay dues

fee equal
them
are

to the du e s

(1981-84,

p.

liable to

to cover

3).

Those

and

the costs of

representing

who do not pay

civil d a m a g e s .

authority considerably

or to pay a servi ce

This cha ng e

a s e rv ic e

increases

is c l a s s i f i e d as

fee

faculty

a ma jo r change

in this study.
This

change

c h a ll en ge
faculty.

of

cr ea t e d mu c h

the

A s s o c i a t i o n 's

the right

faculty.

of the

N o n et he le ss,

is c u r r e n t l y e n ga ge d
addition

co ns e q u e n t i a l
informants
Association,
unavo id ab le

of

the

but

agency

u np le a s a n t a c t i o n s

Change s
in the

ma na g e m e n t

the

represent

the

m e mb er s still
The A s s o c i a t i o n

clau se

and

the

v a r i o u s l y de s c r i b e d
on the

necessary

Membership

fi nancial su p p o r t

part

by

of the
or as

to s t r e n g t h e n

in the

Association

for the A s s o c i a t i o n .

in M a n a g e m e n t Rights at C.M.U.
rec en t

rights a r t i c l e

stat em en t and

a

1977 wh ic h

gr eat v i c t o r y for the Asso ci ati on ,

increased as has

ma na g e m e n t

to

fee.

in judgement

the A s s o c i a t i o n 's p o s i t i o n .

Added

in May,

shop

are ac t i o n s

error

as a

re p r e s e n t

of f a cu l t y

the servi ce

led to

in a suit to secure p a y m e n t .

law suit

as an

and

to

Association

a number

refused to join or to pay

has

right

A r e c e r t i f i c a t i o n vote was held

re af fi rm ed

The

controversy

contracts
which

p.

2).

In

a rel ati ve

co nt ai ns both

m a n y s p e c i f i c ex am p l e s

(1981-84,

is

of

rights

the a b se nc e

a

stro ng
general

re ta i n e d by
of

such an

318
article,
manage

the

management would

in a n y ar ea

Nonetheless,

not

by the

faculty.

rights

throug h

in

the

retain

of this ar t i c l e

to a u t h o r i t y

Ch an ce s of the

does s t r e n g t h e n a n y

in the event of ch a l l e n g e
A s s o c i a t i o n e x p a n d i n g their

a r b i t r a t i o n over uncle ar

contract

is

management

rights

many

areas

of

this

a r ti c l e

r e du ce d

cl a u s e with

by

language e l s ew he re

the

addition

its sp ec i f i c

a d m i n i s t r a t i v e author ity .
is

a u t h o r i t y to

mo d i f i e d e x p l i c i t l y by the contract.

inclusion

administrative claim

still

a

major

increase

this

r e f e re nc es

The
in

of

to

a d d i t i o n of

administrative

authority.

C h an ges

c.M.u

in E m p l o y m e n t P o l i c i e s at

F a c u l t y at C e n t r a l M i c h i g a n U n i v e r s i t y
coll eg ia l role
involvement
in the

many employment

de c i s i o n s

strong

t h ro u g h

their

in m a k i n g r e c o m m e n d a t i o n s and their

ap p e a l s

co l le gi al

in

exe rc is e

process.

pr a c t i ce s

of the faculty.
facul ty was not

In

part,

wh ic h ex is te d

However,

this

involvement

may be trac ed

prior to the or g a n i z a t i o n

the earli er

uni form acro ss campus,

c o l le gi al role of the
it

c o n t i n u e d at the

will of the a d m i n i s t r a t i o n and the Board of Trustees,
was s u b s t a n t i a l l y less than
contract.
col le gi al

S u c c e s s i ve
role.

original c o n t r a c t

have added to the

W i th ou t except ion ,

have

for

and

it

fa c u l ty e n j o y under the cu rre nt

contracts

in co nt r a c t p r o v i s i o n s

to

f a c u l t y 's

the t w e n ty -n ine

employment

changes

p o l i c y made since the

increased coll eg ia l

or

individual

319
f a cu lt y

rights

or

have

a d m i n i s t r a t i v e authority.
many a r e a s :
just

promotion,

cause,

layoff

reduc ed

the

These chang es

tenure,
and

la titude

have

been made

reappoin tm en t,

recall,

of
in

reassi gn me nt ,

pers on ne l

files,

and

s e l e c t i o n of d e p a r t m e n t c h a i r s .
M a n y pr ov i s i o n s
decisions

under

articles

titled,

Policy,"

and

(1981-84,

cha ng e

single set
"Tenure,

"D epa rtment

pp.

reappointment
provision,

a

combi ne d i f f e r e n t types

Procedur es,

16).

and

pr o m o t i o n

within

Where

the same

is t r ea te d

and

as

Cr it eri a

and
for

ou tlined

in

pa r a g r a p h or
involve all

in

the

Reappointment

pro ce du re s

are

in a p r o v i s i o n which would

em p l o y m e n t d e c i s i o n s

procedures,

Promotion,

20,

i.e.

of

of e m p l o y m e n t

Bylaws"
tenure,

a

single

sentence,

three

a

types of

in this an al y s is as a single

change.

Pr omotion.

Ten ure and R e a p p o i n t m e n t

Di s c us s ed be low are s ev en changes,
p o li cy

for all

ge ner al

imp lications

individual
informed

basis

fa cu lt y
pos iti on

e mp lo ym en t
greate r

three types of

member m a y now

status m a y be

influence

e mp lo ym en t d e c i s i o n s .

of these ch ang es

in the

each of w h i c h alters

proce ss

are t w o :

take a
by

ch ang ed and

(1)

more ac ti v e

which the
(2)

The
the
and

m e m b e r 's

the

f a c u l t y have

over criter ia and proced ur es

used as the

of r e c o m m e n d a t i o n for such changes.

320
The most
in

the

s i g n i f i c a n t of these chang es

aut ho r ity

of

pr oce dur es to be used
recommendations.
evaluation
(1970-71,

department

in promoti on,

All

contracts

shall be
p.

the

The

dean and

provos t

di sag ree men t,
the
large

to

(1970-71,
that

discipline

pr ev ie w the
p.

24).

24).

the

the

approved

" . . .a

by

event of

pe r so n

from

academic community-at-

and make

recommendations"

aut ho r ity to acc ep t

p e r s o n 's r e c o m m e n d a t i o n

faculty

permitted

In the

re qu es t

c r it er ia

and

the d e p a r t m e n t

c o nt ra ct

p.

from

Ul t i m a t e

of

that

w h i c h had to be

the p ro vo s t c ou ld

pe rt in ent

cr i t e r i a

have pro vi de d

(1970-71,

increase

tenur e and r e a p p o i n t m e n t

or ig in al

d e p a r t m e n t to d e v e l o p c r i t e r i a
the

over

the r e s p o n s i b i l i t y

24).

is the

or that

of the

or reject

d e p a r t m e n t 's

rested with the a d m i n i s t r a t i o n .
In the more recent
d e v e l op ed
the

as

for re s o l v in g c o n f 1 ict

administration

promotion,

for

departmental

funds

(1981-84,

16).

bylaws to

over

new p r o c ed ur es
be t w e e n a

cr iter ia

tenure and r e a p p o i n t m e n t

pr oc ed ur e s

forwards

c on tra ct s,

p.

deciding
and
Under

the

its r e c o m m e n d a t i o n s
the a d m i n i s t r a t i o n

m a y be a sk ed to re su b m i t these

and

procedures

rec om me nd at io ns ,

on criteria,

administration

d e p a r t m e n t 's

recommendations, a

has

and

The d e p a r t m e n t

If, after

not

St a n d i n g

the d e p a r t m e n t
procedu re s,

for a p p r o v a l .

the

of

recommendations

ne w p ro ce du re s

submissions,

for

as veil

allocation

leave

two t i m e s .

been

d e p a r t m e n t and

as si gnm ent s,

sabbatical

have

two r e ­

approved

the

R e v i e w C o mm it tee

321
"shall

a d j u d ic at e "

co m m i t t e e

is

P r e si d e n t

and

se le c t e d

c o m p os e d

by

the

and

impr ov em ent

in

the

of

16).

This

three ap po in t e e s

first six,
the

The

wi t h

ri gh t s

power al l o w e d

the

on an

eac h

by

This

is

of

is

it

the

mem be r

approval

b e cau se

the

b i pa rt ite

seventh

Administration.

f ac ul ty

d e p a r t m e n t vo te d

p.

Association.

the

Association

c ha nge s

(1981-84,

a

the

major

qualitatively

department.

Before,

advisory recommendation.

share de c i s i v e aut ho r ity with the a d m i n i s t r a t i o n

the

Now th e y

in this key

p r o f e ss io na l a r e a .
A long and s t o r m y dispute,
Michigan

Supreme

c o n tr a c t u al
is not

to use

m e m b e r 's

evidence

This chan ge

st ud en t

teaching

demonstrating

p r i m a r i l y with

de ci sio n,

w hi ch

is a

teaching

This

employment
among

of a

was to be
decisi on s,

its cr iter i a .

fo llowing

competence

to

assess
"choice

shall

(1981-84,
in

the

a
of

reside
p.

28).

faculty's

is e x p l a i n e d below.

in itiation

program

and

imp ro ve me nt

This new p r o v i s i o n r e s u l t e d
the

evaluations

co mp etence,

minor

the

procedures a department

the various d e p a r t m e n t s "

c o l l e g i a l authority,

wi t h

pro duc ed

Under the ne w

change.

required

fa c u l t y

C ou rt

w h i c h was r es ol ve d th ro u g h a

teaching effectiveness

used
and

from a c o n f 1 ict which began

in

e v a l u a t i o n of

it r e q u i r e d

The A s s o c i a t i o n

pr ac ti ce

charge,

cl a i m i n g

that

te ac h i n g

e ff e c t i v e n e s s p r o g r a m was

program.

faculty

s tu de nt e v a l u a t i o n s

filed an unfair

the

for

im po si ti on

of

labor
this

a uni lateral a l t e r a t i o n

322
of

employment

A s s o c i a t i o n cl ai me d
bargaining

and,

Association
decisions

and

the
rulings

supported.

In the

representative

the

series

E m p l o y m e n t Re l a t i o n s
did the Court of

a c o n d it io n
status.

the e m p lo ye es

impinged

of e mp lo ym en t

The M i c h i g a n Pu b l i c

"the

emp loy er and the

m e e t ...and confer

co nd i t i o n s

of employment...(Michigan Co mp ile d Laws r S e ct io n

ev al u a t i o n s must be
To pic al Law Re por ts
This rul in g
labor

law.

Ap pe al s
req ui re d
over
found

ne go ti a t e d
1979,

the

the

s y s t e m of

terms

use of

and

stude nt

(Pub li c Em pl oye e B a r g a i n i n g ,

178).

ruli ng by M.E.R.C.
University

opini on wi th i n
and a Court of

of

M i ch ig an

the Em ployee

R e la ti ons

C o mm it tee

s t ud en t e v al ua t i o n because

this was

to b ar gai n with

a new

p.

court,

other

does not refle ct unan im ou s

In an earlie r

decision,

the

and

in good

r esp ec t to

A c c o r d i n g to

hours,

of

faith with

423.215).

wages,

of

the A s s o c i a t i o n 's

e m p l o y m e n t rela ti on s and becau se

regarded as

the

the M i c h i g a n Supre me Court

Act requires that

of

In

say in g that the pr o g r am

influen ced an employee's

Em pl oy ee R e l a ti o ns

n eg ot ia te d by

for C . M . U . , as

for the Assoc iat io n,

mu s t be

be

followed,

final decision,

upon both e d u c a t i o n and

which

to

The

m a n d a t o r y su bje ct of

The M i c h i g a n

Appeals.

latter

had

wh ich

( M . E . R . C . ) ruled

the

a d mi ni st rat ion .

ad min ist rat ion .

Commission

ruled

the

the p r o g r a m was a

therefore,

and

p o si ti on was

by

conditions

to 1 le in the e d u ca ti on al

was

sphere and to th er efo re

not

be

323
subjec t to ma nag er i al a u t h o r i t y
Topical L aw R e p o r t s ,. 1979,
The

p.

179).

co ll egi al a u t h o r i t y

th rou gh the two change s

(EiifellC-Emp.1ovee JBarg.ain 1n o .

of

the

discussed a b o v e .

and a d m i n i s t r a t i v e a u t h o r i t y were
change s

in promotion,

which are d i s c u s s ed

fa cul ty

altered

re a p p o i n t m e n t and

below.

These

five

was

Indivi du al
in the

in and be

informed a b o ut an e m pl oy m e n t d e c i s i o n .

re ap po i n t m e n t will
recommendation

up

member so req uests
all neg ati ve

recommendation against promotion

be pro ce ss ed
to and

incl ud in g

(1981-84,

this new

po ssible promotion,
In the case

p . 27).

re ap p oi n t m e n t

of this minor

m e m b e r 's r i g h t s .
fa cu lt y

member

were

Under

forwarded

(1970-71,
is

p.

27) .

gi ven

to

or t e n u r i n g of the m e m b e r .

reappoin tm en t,

the me mb e r

facul ty point out a n ot he r
im pr ovement

may

g iv en

a

ne ga tiv e

in the

first

st e p of

would

file a

g r i ev an ce

possible

in individual

Under the c ur ren t

d ep a r t m e n t
not

a

of t e n u r e ,

be so p r o c e s s e d .

consideration

if

or not to a l l o w this wider co ns ide rat ion .

Informants am ong the
con s e q u e n ce

Presi de nt ,

In the case

d e c i si on s

wider

of pr o m ot io n or

dec ide whethe r

the

o n l y po sitive e v a lu at io ns

provision,

or

the same as would a po sitive

for a n y of the three e m p l oy me nt
With

the

o p p o r t u n i t y to pa rt i c i p a t e

r ec om m e n d a t i o n s will

earlie r co n t r a ct s

five other

ch ang es a l l o w

fa cu lt y memb er g re ate r

a neg ati ve

rights

tenure p r o c e d u r e s

af fe ct ed

First,

improved

fa cul ty

c o n t r a ct pro vi sio ns,
recommendation
an em pl oy m e n t

a g ain st

by

a

the

decision,

the dep ar tme nt ,

but

324
against

the a d m i n i s t r a t i o n

department's
pr ovision,

at least

the

to

of a n y

27) .

be of fer ed

The

not

is

to

b e t w e e n the

change

a

mem be r

f a cu lt y

may

the Dean

or
the

will

level

Provo st

level

below,

be

explained
level

(1970-71,

p.

require

that

r e c o m m e n d a t i o n s were

25).

the

Be cau se

be
the

the

a

mem be r
for the

before
(1981-84,

the
p.

mem be r would
deni al

this earlie r pr o v i s i o n
occur

the earli er

facul ty memb er

to influence the r e c o m m e n d a t i o n

to

rever se

at which the

this c o n f e r e n c e

forwarded,

n e c e s s a r i l y provi de the

level

the

(1981-84,

the reason s

forwarded to the next

a c o n f e r e n c e at

neg at iv e

before

the

at which

may

Under

recommendations

fo rwarded up to the next

a me et i n g

a

re qu es t

ori gin al co nt ra ct p ro vi de d that the

be gr an te d

did

this

a f a cul ty mem be r

recommendation.

recommendation

recommendation

oc cur red

into a c on fl ic t

at t e m p t

r e c o m m e n d a t i o n from

neg ati ve

28).

Th r o u g h

a po sitive

If either

p os it iv e

to

ne gative

r e c o m m e n d a t i o n s are

shall

the

f a cu lt y me mb er s m a y be

of a second change,

contract,

informe d

p.

formally,

opportunity

re c o m m e n d a t i o n
current

r e com me nda tio n.

wi t h

f a c u l t y mem be r and the a d m i n i s t r a t i o n .

As a res ul t
have

c o n c ur re d

a po t e nt ia l con f li ct a m o n g

tr an sformed,
affected

ne ga t i ve

which

bef or e

language did not

with an

opportunity

finally f o rwarded.

p ro vis ion does a l l o w the f a cu lt y memb er

the

this ch an c e

the D e a n 's or P r o v o s t ’s negativ e r e c o m m e n d a t i o n .

The new
to alter

325
In a third minor
fa c u l t y mem ber

now

i m p r ov em ent

is to be

making recommendations
member has s u b m i t t e d

informed of a n y ev id e n ce

which

is not a mo ng

p. 28).

(1981-84,

so inf ormed two weeks

The member

evidence,

include

28).

In

e x pr es s

may

this manner,
their points

conceivably

af f e c t

used

is fo rwarded

of

the

This p r o c e d u r e

this

(1981-84,

given a

a b o u t the

impact

in

is to be

is per mi tte d to ad dr es s

st u d e n t co mm ent s

of v i e w
the

re co m m e n d a t i o n .

The membe r

me m b e r s will be

the

the e v i d e n c e the

before the r e c o m m e n d a t i o n

to the next l e v e l .
which

in individual rights,

chance

p.
to

new e v i d e n c e

and

ev id en ce upon

the

was not

in the

earlier

contracts.
The
better

fourth ch a n g e
informed

tenure,

p er mi ts the

about

their

and r e a p p o i n t m e n t .

that an a n n u a l c o n f e r e n c e

f a cu lt y m e m b e r s

pr og re ss
All

toward

of the

to be

promotion,

co n t r a c t s requi re

of the no n - t e n u r e d

faculty member

and

the member's De a n and d e p a r t m e n t chair be c o n d u c t e d

the

purpose

bargaining
contracts

of
unit

m e mb er "

further

tenur ed me m b e r s
used and

" as si st in g and e v a l u a t i n g

p ro vi de
be c l e a r l y

of their pr og r e s s

pr o m o t i o n

(1981-84,

p.

(1970-71,
that

school,

member

writing,

in

each no n - t e n u r e d

24).

inform ed of the
toward
30).

he

The Dean

Dean

the nonbeing

tenure or

has

major

is to re vi e w the

cr iteria
or she

recent

cr it e r i a

re appointment,
The

and u n i v e r s i t y
"how well

The

at these me et in gs

r e s p o n s i b i l i t i e s at this m e e t i n g .
departme nt ,

p.

for

and tell
is

the

m e e t i n g the

326
criteria”
mem be r

(1981-84,

of

the

in f o rm at io n

(1981-84,
give a
a bo ut

p.

F o l l o w i n g this

w r i t t e n re spo ns e to

advanced

the chair

of the
may

informed

"as to

meeting,

wh et he r

the
the

of

a l s o be

Dean will

mem be r

Also,

present

the

rais es

under

(1981-84,

facult y memb er

c ha nc es for

being

a favorable r e c o m m e n d a t i o n .

f a c u l t y me mb e r can more

the

the

department committee which

and sho ul d k n o w what obst ac les

to recei ve

r e vi ew s

a n y q ue st io n the

Wi t h these new r e q u i r e m e n t s

better

C.M.U.,

or their a p p l i c a t i o n .

handles recommendations

be

unit at

chair who is a

is not m e e t i n g the d e p a r t m e n t cr iter ia"

31).

new provision,

The d e p a r t m e n t

d e p a r t m e n t record s

is or

the c r i t e r i a

3 0 ).

30).

ba rg a i n i n g

in the

f a c u l t y mem be r

p.

p.

shou ld

re ta in ed

and

need to be r e mo ve d
Thus

informed,

the

e f f e c t i v e l y make and e x ec ut e career

plans.
A

fifth

change

consultations

betwe en

an d their

Deans

in

there

m a y be wai ve d at

two

procedures.

may request

(1981-84,

distinct
First,

pp.

and

changes d i s c u s s e d above,
for

specificity

c r i t e r i a and p r o g r e s s .
that the c o n s u l t a t i on s

r e s tr ic ts a d m i n i s t r a t i v e authority,
individ ua l r i g h t s .

fa cul ty m e mb er s

30-31).

consequences

great er

pr ov i d e s that

the m e m b e r 's r e qu es t

the s p e c i f i c c o n t r a c t

are

regarding

contracts,

tenured or n o n - t en ur ed

wi t h the D e a n ’s a p p r o v a l
Within

rece nt

Second,

consultation
is

faculty members

be w a i v e d .
and the

required

latter

The

former

increases

327
Some a d m i n i s t r a t i o n and
these c h an ge s
as well

in the c o n s u l t a t i o n p r o c e d u r e s

as was

hoped.

co n s u l t a t i o n m a y not

etc.

Va r i o u s

document

Lacking adequate
or

problem

full

that

if

statement

Association

representative
adversarial

is

the a bs en ce

the Dean m a y have to r e v i e w
or

verified

De a n may pr od uc e a gu a r d e d

the

Dean

the

may

also

f a c u l t y member

to

the

a t mo s p h e r e

Another
make

brings

consultation

and

for

lack of sp e c i f i c

anticipation

h e s i t a n c y to give w r i t t e n
defer

the e m p l o y m e n t

feedback

c o m m i t m e n t s and an

decision

to a

a
an

becaus e

future g r i e v a n c e m a y make the Dean o v e r l y c a u t i o u s .
e x p l a n a t i o n gi ve n

the

information.

member's p r o g r e s s .

ab ou t the
is

p r o b l e m are

and a c c o m p l i s h m e n t s .

n o n c o m m i t ta l

r es ult ant

for this

be

activities

in f o r m a t i o n the

mentioned

the

faculty m e mb e r s must

w i th ou t

vague s t a t e m e n t

is that

by w h i c h the

Wi t h o u t such do c u m e n t a t i o n ,
standing

but not

th e y must do to

One p r ob l e m me n t i o n e d

s t a t e m e n t s ab ou t

m e m b e r 1s

that

inform f a c u l t y m e m b e r s ab ou t how

explanations

a n y formal p r o c e d u r e

work,

problem

c r i t e r i a or what

giv en by i n f o r m a n t s .
of

The c e ntr al

fully

well th e y are m e e t i n g
promoted,

f a c u l t y informants state

of

a

A n ot he r

is a g e ne ra l

i n c l i n a t i o n to

later date

or higher

authority.
Another
for unclear
of

type of e x p l a n a t i o n
feedback

inf orm ati on

assista nts,

from

to the

g iv en by

fa cu lt y member

authority.

The

have p r i m a r y r e s p o n s i b i l i t y

some

informants

is the s e p a r a t i o n
Deans,

or

their

for c o n d u c t i n g the

328
c o n s u l t a t i o n s and p r o d u c i n g
involved f a c u l t y m e m b e r s .
well

informed

ab out

the

memb e r s ' department
part of m a n a ge me nt,
(1981-84,

p.

the w r it te n
Deans,

chair at

p o s i t i o n of

1).

Cha ir s

is

on l y a

of

are

as are

the

chairs are not

the b a r g a i n i n g unit
a p p oi nt ed

with

of the department,

least e v e r y five
chair

m e m b e r s ' work

th ey are me mb e r s

the

often are not as

But d e p a r t m e n t

r e c o m m e n d a t i o n of the me m b e r s
the

however,

f a cul ty

chairs.

s t a t e m e n t s to

years.

who review

C o m p e n s at io n

$2,000 annual

the

for the

su pp l e m e n t

performing administrative

du t i e s

year.

some ch a ir s m ay regard th ems elv es

For these reasons,

as c o l l e a g u e s
m a y defer
Thus the

th ro u g h o u t

rather than s u pe r v i s o r s

to the D e a n •s a u t h o r ity
fa cu l t y mem be r

of

the

for

calend ar

facul ty me m b e rs and

dur ing the c o n s u l t a t i o n .

under c o n s i d e r a t i o n m a y not benef it

from the c h a i r 9s more extensive kn ow led ge about

the m e m b e r 's

pe rf o r m a n c e d u r i n g the co ns ult at ion .

The

evaluation

co mp l i c a t e d

by

the

r e c o m m e n d a t i o n and by
department.

and

consultation

number
the

of

di fferent

import an ce given

Ea ch d e p a r t m e n t d e v e l o ps

a

numb er

of

arrangements

is

sourc es

of

to that of the

its own pro ce du re s and

cr iter ia for mak ing e m p l o y m e n t d e c i s i o n s .
of

pr ocedure

including

These m a y

be a n y

delegation

of

responsibility

for mak ing a r e c o m m e n d a t i o n of the d e p a r t m e n t

and

of the de pa r t m e n t c h a i r .

that

judge men t

"d ep ar tme nta l

the best

c o l l e a g u e s are best

po s i t i o n to arr iv e at

The c o n t r a c t states
informed

and are

special c r i t e r i a ..."

in

(1981-

329
84,

p.

20).

Further,

j u d g i n g . . .rests
A l th ou gh

the

wi t h

Dean

cr it er ia and

the

is

primary

(1981-84,

of and

pro ce d ur es used by the

wi t h the

responsibility

d e p ar tm en t"

informed

r e vi ew of a p ar ti c ul ar
coi nc id e

"the

has

p.

a pp ro ve d

department,

for
21).
the

the Dean's

fa cul ty me mb er 's per fo rm an ce m a y not

recommendation

eventually

made by

the

department.
For

the se variou s

than c o mp le te
It

sho uld

reasons,

sa t i s f a c t i o n

be

pointed

g e n e r a l l y se e n as

there

appea rs to

decidedly

out

that

improvement.

better

pr oc e d u r e s v a r y

the

Some

new

p r o c e d u r e s are

informants belie ve

than

earli er

s a t i s f a c t i o n with

that

the process

methods.

a m o n g the de p a r t m e n t s as

styles a m o n g Deans,

less

with the c o n s u l t a t i o n p r o c e d u r e .

the p r o c e d u r e s are w o r k i ng well and most regard
as

be

Because

do a d m i n i s t r a t i v e

these pr oc e d u r e s also

varies.

Just Cause
A number
by

the

of types

addition

contract s,

just

of e m pl oy me nt de ci sio ns are a ff ec te d

of the
cause

just
is

the

cause a r t i c l e .
sta nda rd

to

In recent
be used

d i s c i p l i n a r y a c t i o n taken ag ain st a n y faculty mem be r and
t e r m i n a t i on
con tr ac t

of

no n- t e n u r e d

(1981-84,

p,

membe rs d u r i n g

29).

t er mi n a t ed o n l y for just cause,
p ro gr am

d i s c o n t i n u a nc e,

Te nur ed
medic al

their
fa cul ty

reasons,

for
for

term

of

may

be

a bona

fide

an e x t r a o r d i n a r y financial e x i g e n c y

330
or b e ca us e a member has reache d a m a n d a t o r y re ti re m e n t
In pr e f a c e of the e a rl ie r co ntracts,
the pr in cip les "
on A c a d e m i c

F r e e d o m and

Fr e e d o m

A.A.U.P.

st at eme nt
to

cu r r e n t

an d

Ten ur e and
Tenure.

indic ate s

a n y s p e c i fi c

st at eme nt does

ad m i n i s t r a t i v e

This

but

does

Further,

cha ng e

authority

which

f a c ul t y m e m b e r s .

is

a

major

reduces

of

of

the

not

the

the same co nd it io ns

This

freedom of

affirmation

intent

a r b i t r a r y or p re ju dic ia l g r o u n d s

ac a d e m i c

the 1968 S t a t e m e n t

action.

not cover

contract.

discipline

" re cog ni ze

of the A . A . U . P . 1940 S t a te me nt of P r i n c i p l e s

A ca de mi c

parties

both pa rti es

age.

bind

A.A.U.P.

as doe s

the

reduction

in

ch an ce s

of

the

being used to t e r m i na te

The p r o v i s i o n helps

or

insure the

fa cul ty m e m b e r s .

Pr om ot i o n
Re q u i r e m e n t s

for p r o m o t i o n have

two minor

r e s t r i c t i o ns

were

in

made

rec en t

been made

of a d m i n i s t r a t i v e
contracts.

First,

c l ea re r

authority
re ce n t

in

which

contracts

provide that
in general, the m i n i m u m time
re qu ir ed in a rank before
pr om ot io n to a higher rank is
four (4) years, a l t h o u g h
a d e pa r t m e n t
m a y no mi n a t e a pe r so n
for p r o m o t i o n . . .at
a n y time that it de ems n e c e s s a r y (1981-84, p. 23) .
Second,

the ter min al d eg r e e

minimum

e xp e c t a t i o n

p r o fe ss or ia l
Professor

rank,

for

now g e n e r a l l y re ga r d ed as

appointment

particularly

and P r o fe ss o r "

cont ra ct s did not

is

co mm en t

the

(1981-84,

or
ranks

p.

23).

on these c r i t e r i a .

promotion
of
The

"a
to

A s s o ci at e
earlie r

Whe n cri te ri a

331
are made more s p e c i f i c the f a c u l t y me m b e r

is bett er

informed

of e x p e c t a t i o n s and c a n more e f f e c t i v e l y make care er
Inform an ts

re po rt

that

the

four

year

plans.

probationary

period has been used as a s t a n d a r d by wh ich to d e t e r m i n e

the

m a x i m u m length

Use

of e m p l o y m e n t

of t e m p o r a r y e m p l o y e e s
has

been

tenured

able to

for t e m p o r a r y

employees.

is one of the m e t h o d s

m a i n t a i n pro gr am s

facul ty d e s p i t e bud ge t and

by which C.M.U.

and avoid

laying off

enrollment uncertainties

in the s t a t e .

When a me m b e r
prior

service,

is

re as si g n e d

credit,

tenure

to a d i f f e r e n t departm en t,
status and

rank

are

all

re ta i n e d so long as the mem be r

is r ea ss ig ne d to a di sc i p l i n e

w hi ch

initial

is g iv en on the m e m b e r 's

(1981-84,
increase
it

pp.

36-37).

in the rights of

exten ds the

addressed
result

This

of

in

added p r o v i s i o n

in dividual

p r o t e c t i o n of

ra i s e d d u r i n g

is

facul ty me mbe rs

tenure to

the ea r l ie r c o n t r a c t s .
questions

letter of a p p o i n t m e n t

in that

circumstances

This
a

a minor

provision

rec en t

not

is the

c a m p u s - w i de

reorganization.

Layoff and Rec al l P r o v i s i o n s
There were no p r o v i si on s
ear l i e s t
co n t r a c t s

contracts.

for

layoff and recall

Procedures

include nine ch a n g es

added

in

in

the

su bs eq ue nt

in a u t h o r i t y or rights

which

332

have

given faculty

rights

of

a

collegial role,

individual

members,

and

have described
have

the

restricted

the

latitude of administrative authority in a number of a r e a s .
The most significant
(1) to recommend
layoff,

(2)

financial

and

regarding

wh e n

It

positio ns,

de pa r t m e n t

layoff,

among

reconversion
positions,

the

the need

a

to

declare a

(3)

to

make

the

original

layoff

of

individual

faculty

of

the

are

if layoff

a

layoff,

is n e c e s s a r y

the

to the

the

right to re c o m m e n d

gain

in

c o l l e g i a l rights

gained the a u t h o r ity

o ff -ca mp us

loads

"shall

p.

p.

33).

to make a

to give

voted

32).

its

(1 isted

Hav in g secur ed

layoff

faculty.

p.

In the event of

Dean why optio ns

a l t e r n a t i v e s to
for the

tea ch in g

are s u f f i c i e n t

be pr epared

(1984-84,

to

faculty

(1981-84,

32).

the

retirement,
to

if these chang es

individual and the

we r e not e x h a u s t e d "

early

of

31-32).

of a l t e r n a t i v e s

sc ho o l or

(1981-84,

department

pp.

a s si st a n t s h i p s

regul ar

number
notify

(1981-84,

a number

graduate

The a d m i n i s t r a t i o n d e c i d e s

will

attrit io n,

an d using summer

or

reaso ns

co n s i d e r

wh ic h

reduce the

administration

a s s i g n m e n t s as a part of the

above]

reduction short of

is n e c e s s a r y to

and s p e c i f y

department may

reasons

on

faculty:

These are discussed b e l o w .

First,

The

be consulted

exigency,

members.

faculty

ways of effecting a

to

recommendation

additions were allowing

is

a major

Faculty

recommendation

have
in

an

333

area In which

they had no formal

collegial role under

the

earlier contracts.
Second,

the

Association

administration in "joint
to declare

be

given

at least

and

information

upon which

This

will

be

to base

by

the need

The Association

32-33).

given,

of

the possible
financial

C.M.U.,

its judgment
a major

the

Board declares a

days notice

30

is categorized as

rights for the

with

consultation to consider

(1981-84, pp.

declaration

33).

meet

financial exigency" before the

financial exigency
will

will

(1981-84,

gain

faculty because the faculty

p.

in collegial

has acquired an

advisory role in an important institutional decision wherein
the faculty

had no collegial role before.

Third, after
layoff

is

a d m i n i s t r a t i o n has

necessary,

fa cu lt y

r ed uc ti o ns

originating
the

the

in

"no

are

(1981-84,

the

exception

the

(1981-84,

that

p. 3 3 ) .

initial
In

role

m a ki ng

in

these

or c r i t e r i a guides

of the

tenure

individual

de pa r t m e n t s ,

co m m i t m e n t s

The d e p a r t m e n t

with

will

be

"will co ns id er

full range of o p t i o n s ..." and will make a r e c o m m e n d a t i o n

based on
The

33).

sin gl e set of d i r e c t i o n s

that

recommendations

p l a y an

p.

the r ec om m e n d a t i o n s

h o n o r e d ..."

upon

which

or r e s t ri ct s
no ta bl e

concerning

based

de pa rtm en ts,

determination"

de cis io n s,

"decis io ns

determined

the best

addition

of

r e c o m m e n d a t o r y role

interests
this

of st ud en ts

pr o v i s i o n

for the

(1981-84,

which

f a cu lt y in an

calls

p. 3 3 ) .
for

area which

a
the

334
facult y had no a u t h o r i t y befo re
a u t h o r i t y for the
In

order

department
additional
is

to imp le me nt
re vi e w

processes,
to

make

this

its

layoff

order

by

of tenur ed

ca m p u s - w i d e
policies.

a l t e r n a t i v e s as

providing alternatives

by

tenure

with

sta tu s

in a num be r
and

pro blems

of

declining

These

of other ways,
chang es

in

and c o m b i n e d or

effo rt

f a c u l t y has be e n
f ac ul ty

is

remote

proble ms
including
pers on ne l

In a g e n e r a l r e o r g a n i z a t i o n two years ago,

in an

for

Neith er

be re ga rde d as a

cu tb a c k s and d e f i c i t s .

members,

n o n - r e a p p o i n t m e n t of

In

latter

event,

to

1f

C.M.U.

d r o p p e d twent y-

reduce c o s t s . R e t e n t i o n

made p o s s i b l e t h rou gh

extent,
the

nor

statewide

reorganization

nine pr og r a m s

temporary

have

f a c u l t y me m b e r has been laid off at

streamlined administration

t e nu re d

D e p a r t me nt s

f a c u l t y me m b e r s and p r o v i d i n g

f a cu lt y m a y

the

budg et

have been d e a l t

that

rule across c a m p u s .

No t e nu re d

despite

enrollment,

33).

department

the ev ent

incl ud in g such

sen io r ity

n e c e s s a r i l y a gener al

C.M.U.

p.

in

each

and d e v e l o p

the re v e r s e of order of seniority.

in

po ss ibility.

policy

so that the

the Dean,

layoff of t en ur ed

Layoff

personnel

(1981-84,

the d e c i s i o n to

layoff order

f a c u l t y role,

a recommendation

d e v e l o p e d various pr oc e d u r e s

short of

new

if necess ar y,

layoff b e co me s n e c e s s a r y

deferring

in c o l le gi al

faculty.

is to

pre p ar e d

is a major gain

attrition

and,

non-tenured
the

facul ty

to

of

the use of
a

lesser

fa c u l t y m e m b e r s .
member

is

not

335
re a p p o i n t e d

for reaso ns

p r om is e of

the

d e f i n e d as a
33).
no

other

than

fa cu l t y member,

lack of

the

c o m p et en ce

non-reappointment

layoff under the c u r r e n t c o n t r a c t

Other than this

in freq ue nt

occurrence,

is

(1981-84,

p.

there have been

layoffs.
In

provisions
have

for

have been made

layoff and

been made

19is n e c e s s a r y

it

in the course

recall.

that p r o c e d u r e s
to

rights, a

of col le gia l

Two

of d e v e l o p i n g

minor re st ri c t i o n s

authority.

in a d m i n i s t r a t i v e

added provision
when

the expansion

a d d i t i o n to

number of c han ge s

for

One

layoff are

the number

re du c e

time pos it i on s
implies

a department"

within

that

there

will be

no

p o s i t i o n within a d e p a rt men t,
from

full-

to p a r t - t i m e .

added which
faculty

through

th r o u g h
p.

states

that the

use of

layoff

i.e.,
A

(1981-84,
of

is

the

implemented
of

e m p l o y m e n t p o s it io ns b y the e q u i v a l e n t of one or

84,

or

facul ty

more

fu l l ­

p. 31).

This

less

than one

no reduction of a member

se co n d re st r i c t i o n

has been

a d m i n i s t r a t i o n cannot dis pla ce

"a source

independent c o n t r a c t o r s

outsi de

the U n i v e r s i t y , "

or t e m p o r a r y f a cul ty

(1981-

37).

In d i vi du al s who ar e t h r e a t e n e d
experienced

layoff

now have

opened

to th e m due to the

C.M.U.

will

po s i t i o n
(1981-84,

take

at C.M.U.
pp.

a

number
for the

34-35).

a wider

with

layoff or who have

range

of a l t e r n a t i v e s

f o l lo wi ng three c h a n g e s .
of

steps

to

locate

memb er t h r e a t e n e d

This m a y provid e

with

First,
anoth er
layoff

an a l t e r n a t i v e

to

336
hav in g to

rel oc at e

re gu es t the names
list

for

listed

of

two years

for

bel ie ve s the

any

applicable

p os it io n

for

be ma d e

longer

which

(1981-84,

p.

the

on a

years,

consideration

in

the
each

d ep ar tm en t

35).

Further,

member will

not be

in the pos it io n (1981-84, p. 35) .
laid off member will receive

toward tenure,

(1981-84,

p.

sabbatical

36).

This

a fa cu lt y mem be r *s pr e- te nu re
b e ca use

provisi ons ,

im pro vem ent s

at their

ye ars unle ss the member has been offere d and

ben ef it s

that

For two

1 isted n o n -t en ur ed

re - e m p l o y m e n t

as su re s

35).

g iv en first

full past se rvi ce c r ed it

three

p.

upon re-employment, the

Third,

Second,

m e m b e r s will be pl ac e d

qua li fi ed

of a

filled for two
has d e c l i n e d

be

memb er

p os it io n

laid off
(1981-84,

memb er will

department

the

In an ot he r community.

leave and
p r o vi si on

period will not

the me m b e r has been laid o f f .

a dd ed

in

in the rig hts of

recent contracts,
individual

are

These
minor

f a cu lt y m e m b e r s .

Person neJL_EJJL&a.
Ch an g es
more useful
to the
their
files.
files.

in pe r s on n el
for

files,
files
The

fa cu lt y members,
permitted

and al lo w e d
ori gin al

Th ese ch an ge s

contracts.

file

fa cu lt y

policies have made the files
re st ri ct ed acce ss
me mbe rs to

me mbe rs to
c on tr ac t did

have been made

of others

know who

uses

add mat er ia l

to

not d i sc us s

personnel

in the third and

their

fourth

337
A d m i n i s t r a t i v e a u t h o r i t y has been r e s t r i c t e d
ex te nt

in three of these c h a n g e s .

canno t

be ret ai ne d

in the

files

First,

to a minor

a n o n y m o u s ma te r i a l

(1981-84,

p.

18).

Second,

all the w r i t t e n m a t e r i a l used by the Dean and the P r ov o s t
m a ki ng r e c o m m e n d a t i o n s
in the

file at the

(1981-84,

p.

a ut ho ri ze d

time the

18).

the

Third,

informed

(1981-84,

Three

files,
p.

of co ur se s

(1981-84,

p.

files;

the

increase

to a

permitted

pe r so nn el

file,

ad de d after the

(1981-84,

employees

and

membe r will

pp.

minor e x te nt
in dividual
files.

be

Third,

facul ty
the

which c a nn ot co nt ai n
or ig ina l a p p o i n t m e n t

18-19) .

at

the

First,

Second,

the

to make r e as on ab le a d d i t i o n s to
18).

made

if a g o v e r n m e n t a g e n c y

to their p e r s o n n e l

c on fi de nt ia l ma ter i al

have the right

C.M.U.

is be in g

18).

of a c t i o n

m em ber s with reg ar d

of the mem be r

on l y

the A s s o c i a t i o n and the

other ch ang es

member m a y ex ami ne

e t c . will be c o n t a i n e d

recommendation

agen ts m a y use the

exa min es

number

for pr omotion,

in

membe rs

their

the m e m b e r 's request,

files

for one

year all pe rso ns u s i n g the file will sign and date a form in
the

file

(1981-84,

p.

19).

Selection and Appointment of
D e p a r t m e n t Ch a i r s
D ep ar tm en t
b ar ga in in g unit
att emp ts
bar ga in in g

to

cha ir s
(1981-84,

have
unit

at

C.M.U.

p.

1).

department
so

that

the

are

m e mbe rs

of

the

U s u a l l y an a d m i n i s t r a t i o n

cha ir s
ch ai r s

ex cl u d ed
will

from

fu nction

the
as

338
supervisors.

However,

certify

Association

the

a d m i n i s t r a t i o n did
heads
of

when the

f a cu lt y at

as

its

not c o n t e s t

C.M.U.

re pre sen tat ive ,

the

the

question.

According

wished

administration

believed

Also,

the

to

be

d e p a r t m e n t ch a i r s

in the

informants,

the

the

vote,

the

a g ai ns t

administration believed

that

bargaining

(Duryea

ch ai r s w ou ld

1973,

p.

ce r t i f i c a t i on ,

the

incl us io n of

unit would

With

the

d e p a r t m e n t heads

increase the

it bel ie ve d that

vote a g ai ns t

161).

which

c e r t if ic at ion .

the

num be r v o t i n g a ga i n s t c e r t i f i c a t i o n because
department

ruling

to

expedite
would

the

inclusion of d e pa r t m e n t

in the b a r g a i n i n g unit by r e q u e s t i n g a M.E.R.C.

administration

the

voted to

certification

vote

in

favor

became m e mb er s

of

of the

bargaining u n i t .
A number of ch a n g e s
wr i t t e n

have

supervisory
se r v e s

and

Department

continued
role and

the

m a y be

selection

new

department
In the

is "based

and a p p r o v a l

a bs en ce

of

role

faculty

d e p a r t m e n t a p p o i n t e d to serve
their

on

the

would

co nt i n u e

from

a

co ll ea gu e who

the

department.

me mbe rs

five-year

of the

terms,

r e c o m m e n d a t i o n of

r e co mm en da ti on ,
( 1981-84,

specified
p.

was

and
the

D e a n . . .Provost a n d . . .Board

a departmental

(1970-71,

away

of a
of

three-to

of the

or iginal c o n t r a ct

first c o n t r a c t

or curre nt

m a y a p p r o v e an a c t i n g c h a i r p e r s o n "
The

the

move chairs

to

to w a r d the

r ep re se n ts
cha ir s

made since

27).

that

p.

the Dean

19) .

past

Ac c o r d i n g

practice
to

past

339
practice,

as re por te d by informants,

final a u t h o r i t y to a p p o i n t
length

of term.

might

or

decisive.
major

ch ai r s w i t h o u t r e s t r i c t i o n as to

The v i e w p o i n t

mi ght not

im p r o v em en t

of the d e p a r t m e n t a l

be sought,

Requiring

the a d m i n i s t r a t i o n had

the

but

in

a n y event

was not

d e p a r t m e n t ’s r e c o m m e n d a t i o n

in the

is

f a c u l t y ’s colle gia l authority.

prov ide s a st r u c t ur e at the d e p a r t m e n t a l
a p p r o x i m a t e s the

facul ty

professional

a
It

level whi ch c l o s e l y

ideal type of

a c o m m u n i t y of

peers.
This

major cha ng e

i m p ro ve me nt s
the

"duties

letter

assigned

department

for

m a y initiate

p.

a r e v i e w of
feedback

re l a t e d minor

and

the

must

indicate

expectations

are c o n s i s t e n t

p. 19).

Second,

the chair

First,

of

the

wi t h their

the d e p a r t m e n t

and must d e v e l o p

from m e mb er s

the

to the

cha ir

some
(1981-

19).

T ak en together,

the m aj or

chair more a c c o u n t a b l e

to the

This

structure complements

give

the d e p a r t m e n t a l
bylaws,

de ci s ions,

work a s s i g n m e n t s

(1981-84,

p.

make the

f a c u l t y with in the d e p a r t m e n t .
the p r o v i s i o n s

and c r i t e r i a

16).

and minor chang es

e l s e w h e r e w hi ch

fa c u l t y c o n s i d e r a b l e

procedures,

funds

the chair

chair w h i c h

(1981-84,

me t h o d of an n u a l
84,

to

by C.M.U.

its

assigned duties"

by two

faculty’s co l l e g i a l aut ho r i t y .

in the

appointment

is s u p p o r t e d

and

to be used
s p e n d i n g of

a u t h o r i t y over
in e m p l o y m e n t
departmental

340
A d m i n i s t r a t i o n an d
as

a whole

res po n s iv e

d e p a r t m e n t chai rs
to

the

authoritarian
These

Association

and

the r e c o m m e n d a t i o n
As

of the

ap pr ov al

o n l y when

of

fact,

become

w i th in

the

as re qu i r ed
new

as when

the d e p a r t m e n t

needs s om e o n e

to fill the p o s i t i o n temporarily.
role shift

for

chai rs was

S h o r t l y after co nt r a c t u a l

were

a

nature
change,

some

role.

department

changes

num be r of the d e p a r t m e n t chairs

r e g u l a r l y on an

of their new

is

new chair and

a c c o m p l i s h e d gradu al ly .

began to meet

the

d e p a r t m en ta l

extensive outsid e search for a

that the

b y the

provis ion,

a c t i n g ch ai r s w i th ou t

in their role,

less

in function.

c on du ct in g an

made

more

that ch a i r s are a p p o i n t e d with

necessary,

I nf or ma nt s re po rt

that

the dep art me nt s,

d e pa rt me nt s,

al lo we d

a d m i n i s t r a t i o n a pp o i n t s

in

less s u p e r v i s o r y

inform an ts al s o report

contract.

have,

fa cul ty me m b e rs

in style,

informants report

informal basis

At

to di s c u s s

the earli er stages

chairs

were

co nf use d

the

of this
ab ou t the

extent to w h i c h t h e y were to exercise a u t h o r i t y and how they
c ou ld o p er at e as peers

a m on g the d e p a r t m e n ta l

m e e t i n g their r e s p o n s i b i l i t i e s as c h a i r s .
new

role has

de p a r t m e n t
ex p e c t a t i o n s

been

made,

chairs.
of

in

Wh e n the

the

part,

style of

department

de p a r t m e n t s did not r e c o m m e n d chairs
some cha ir s d e c l i n e d
chair

to

w i t h the g r e a t e s t

seek

by

were

fa cu lt y while

A d j u s t m e n t to the
turnover

am on g the

the chair
at

and the

odds,

for r e a p p o i n t m e n t ;

reappointment.

some
and

The d e p a r t m e n t

l o n g e v i t y in that p o s i t i o n

is chair

341
of the d e p a r t m e n t w h i c h
democratic department
An oth er

minor

pr otects the

terms excep t

co nt r a c t u a l

and

the

this

ar t i c le

No w d e p a r t m e n t

three to five

for t e rm i n a t i o n of t e nur ed

above

p r ot ec t

administration

in

department c h a i r s .

for g ro und s

me mbe rs as di s c u s s e d

r e p re se nt

ch a n g e

be re mo ve d d u ri ng their

can

most

on c a m p u s .

rights of

chairs m a y not

p r o vi si on

informants all d e s c r i b e as the

(1981-84,

the

c ha ir

in

19).

from

consequently

department

p.

the

face

f a cul ty

This

added

r e mo va l

pe r mi t

year

the

by

the

chair

to

of a d m i n i s t r a t i v e

opposition.

W or k i n g C o n d i t i o n s
Th i r t e e n

c h a n g e s have

des c r i b e

continuation

leaves,

outsi de

adjustments.
rights

or

authority.
for

of

been made
past

employment

pr ot ection,
and

Host of these c ha ng es
aut ho r ity
The most

determining

or

in p r o v i s i o n s

have

as si gn m e n t s ,

determining
have

facul ty

reduc ed

These c ha ng es are de ta i l e d

rece ive

in the

salary

incr ea se d

f a cu lt y

administrative

s i g n i f i c a n t ch a n g e was

w hi ch

which

pay

in p r o c e d u r e s
adjustments.

f o ll ow ing s e c t i o n s .

C o n t i n u a t i o n of _^evloAia_W_QrJklag. Co n d 11ions
A provision added
co nd i t i o n s
pr ovided

in the c u r r e n t c o n t r a c t r e q u i r e s

of e m p l o y m e nt

in the

prior

may

not be

1977- 80 c o n t r a c t

re duc ed

below

(1981-84,

p.

that
those

2).

In

342
effect,

this cl au s e ex t e n ds

for three more years c on di ti on s

of the 1977-80 c o n t r a c t w hi ch ar e not co v e r e d
contract.

The

in the c u rre nt

provision restricts administrative authority

to a minor e x t e n t .

Assignments
De pa rtments,
pr oc ed ur es

to

by m a j o r i t y vote,

be

used

in

make r e c o m m e n d a t i o n s

making

a s si g n m e n t s as

distributing departmental

funds and m a k i n g

for

(1981-84,

s a b b a t i ca l

leaves

a d m i n i s t r a t i o n and the
over

the p r o c e du r es

Review

Co mmittee,

decision.

a

to

share

area.

the

authority

to use,

committee,

faculty

had

with

ass ign me nt s,

the

no formal

which

I£

the Sta nd in g
makes

This

under

the

f a cu lt y

administrat ion.
a u t h o r i t y in

not d i sc us s p ro ce du re s

v a ri e d

is a min or

the

a bo ve

from

department

d ep ar t m e n t and was under a d m i n i s t r a t i v e author ity,
to i n f o r m a n t s .

the

to a g r ee me nt

de s c r i b e d

The o ri gi na l co n t r a c t did

ma ki ng

16).

and R e a p p o i n t m e n t ” . all ow s

decisive

Previously,

bi-partisan
c om mit te e,

"P r o m o t i o n s . Te n u r e

is

gain

as

recommendations

d e p a r t m e n t can no t come

the d e p a r t m e n t

This

p.

well

for

this
for
to

a c c o rd in g

in co ll egi al authority.

L eaves
Five

minor

leaves of absence.

ch a n g e s have
Thr ee are

been

made

in pro vi si on s

in pol ic ie s

for

for sab baticals,

343
a

fourth

in

funeral

leave

pr oc e d u r e s upon r et u r n

p r ov is i o n s

fa cul ty
this.
been

the mutua l

member.
With the

made

in

that s a bb a t i c a l s

be nef it of

c ur r e n t contract,
au th or ity

have

expanded

three minor c h a n g e s

or rig ht s

First,

will be

involved

in

of pr op o s e d

dep a r t m e n t a l ,
45).
are

scho ol

Faculty

re qu i r e d
denial,

in

future.
for

at

eac h

at the d e p a r t m e n t a l
that

fa cul ty

to ge t h e r

with

This

fa cu lt y

U n i v e r s i t y levels"

review

pro po sa l at wh at ev er
45).

leave pr ojects

have ga i n e d an a d v i s o r y

involved

especially

and

f a cu lt y

level

its a c t i o n

g i v e n reasons

denial

in

for

securing

in d e n i a l s .

This

in

r e f er en ce

si tu a t i o n s of den ial
convenience

(1981-84,

74).

It

Faculty

levels,
it

a

of

(1981-84,

shou ld

he l p

s a b b at ic al

but

is now

writing

improve me nt

in a

in

for
the
p.
the
the

letter of a g r e e m e n t
is

made to

of s a b b a t i ca l p r i m a r y for
p.

p.

is a minor r e s t r i c t i o n on

Third,

c ur r e n t contract,

(1981-84,

administration account

a d m i n i s t r a t i v e authority.
the

in

has oc cu rre d

also ma ke s the

at

Second,

in f or ma ti on wh ic h

succeed

The cha nge

level.

suggestions

pr ov i d e s

mem be r

be

these

that

occ ur s

role h e r e .

of

upon

s a bb a t i c a l

c o l l e gi al a u t h o r i t y of the

sa bb a t i ca l

the

have

has been e n h a n c e d th r o u g h the a d d i t i o n of the p r o v i s i o n
"review

in

the U n i v e r s i t y and

S u b se q u e n t c o n t r a c t s

leave p r o v i s i o n s .

fifth

from l e a v e .

The or ig in al c o n tr a c t m e n t i o n s
gr ant ed for

and the

is

ag re e d

will be made to a c c o m m o d a t e these re qu es ts

Isolated

in st it uti ona l
that

e f fo rt s

in the s u b s e q u e n t

344
year

wh e n the r e q u e s t has been a p p r o v e d on its m e r i t s (1981-

84,

p.

74).

a u t h o r i t y of

The

ch an g e

is

a

the a d m i n i s t r a t i o n

minor

restriction

in that

on the

it r e duc es groun ds

for d e n i a l .
The
of

fou rth

change

p a r e n t s - i n - l a w to

in leave p r o v i s i o n s
the

faculty

m e m b e r may take

increase

in f a c u l t y rights

The fifth ch an g e
leave

of a b s e n c e .

been r e q u i r e d to

returning
re qu i r e d

leave to a t t e n d .
(1981-84,

p.

After m a t e r n i t y

from "a

(1970-71,

leave

statement according

so

of a b s e n c e

a physician's

R e c e n t c o n tr ac ts

that
of a n y

(1981-84,

"would
p.

of the r e a s o n
provisions

i n t er fe re

all

of

requirements with
all types

of

leave

language.

m e d i c a l and other,

With

ma y be
m a y have

if the m e m b e r 's
of

duties

However,

the

than n e c e s s a r y s i m p l y

would have

as a minor e x p a n s i o n

administration.

kind"

E x p a n d i n g the re q ui re me nt

r e g a r d to se x i s t

leave,

must be r e g a r d e d
the

implications.
medical

per so n

language was part

for e x p a n d i n g this r e q u i r e m e n t .

has bec om e more r e s t r i c t i v e

types

a

performance"

Elimination of s e x i s t

51).

to eliminate-sexist
to

with

now

s t a t e m e n t and

" r e a so na bl e c o n d i t i o n s " placed on e m p l o y m e n t
condition

is a minor

leave a me m b e r m a y have

p . 17).

requirement

to f ur ni sh

This

funeral a

50).

fu r n i s h a p h y s i c i a n ' s

this

expanded

of pe rso ns whose

involves r e tu r n to work af te r tak in g a

to the e a r l i e r c o n t r a c t s
have

list

is the a d d i t i o n

this new

met

the

legal

In c l u s i o n of

goes be yo n d

this and

of the au t h o r ity
provision,

a

of

faculty

345
member

returning

furnis h

a

evidence

from

sabbatical

p h y s i c i a n 1s

st a t e me nt

of d e t e r i o r a t e d

The w o r k i n g c o n d i t i o n s

leave

might be

in the

performance

asked

a b se nc e

of

or m e di ca l

to
a ny

problem.

of such a me m b e r m ig ht be a l t e r e d .

Ou t s i d e Employment
The r e s t r i c t i o n
to be an

issue,

to a d m i n i s t r a t i v e and A s s o c i a t i o n

contract

ou tsi de e m p l o y m e n t

new r es t r i c t i o n s

s u p p l e m e n t a r y work
which

was

did

not a d d r e s s

work at C.M.U.

(1977-80,

pp.

a limita ti on

on

f a c u l t y membe rs

in cluded a rule

that

This p ar ti cu lar

of the

restrictions

on s u p p l e m e n t a r y

cu r r e n t c o n t r a c t .

prior

cu r r e n t c o n t r a c t .

First,

Income

of

not earn

have been ad de d

prior p e r m i s s i o n

teaching
a p p r o v al
39-40).

for
of

is

the

Second,

the

chair,

"might r e a s o n a b l y be c o ns id e r e d

d ut i e s " must be re po r t e d to

in the

r e q u i r e d to

in st itutions

Dean and

intent to eng ag e
to

of

t ea ch in g duti es

other M i c h i g a n

work wh ic h

all other

co ul d

Two other types

pp.

and

the a m o u n t

r e s t r i c t i on was d r o p p e d and

(1981-84,

C.M.U.

A mo ng

co ul d p e r f o r m at C . M . U . ,

take a job t e a c h i n g el s e w h e r e while a s s i g n ed
C . M . U . , and

51-53).

f a cu lt y m e mb er s

is not part

req ui re s

the

their base salaries th r o u g h s u p p l e m e n t a r y

more th a n 140% of

at

co n t i nu es

In a rec e n t c o n t ra ct a number of restrictions were

pla ced on
the

according

The original

informants.
subject.

of s u p p l e m e n t a r y e m p l o y m e n t

Provost
in any

interfere with

the chair and the Dean,

o u ts id e work must be re po rte d a n n u a l l y

(1981-

346
84,

p.

3 9 ).

Finally,

ou tsi de e m p l o y m e n t
are three mi nor

one d a y

per week

per s e m e st er

is n o r m a l l y the m a x i m u m

r e s t r i c t i o n s on

individual

allowed.
fa c u l t y

of

These

mem be r' s

rights.
Although
first

the ov e r al l

co n t r a c t

supplementary

has

been

work

by

d i r e c t i o n of
tow ar d

ch an ge s

in creased r e s t r i c t i o n

f a c u l t y members,

co n t r a c t c h a n g e s have re d u c e d

since the

the

more

su c h r e s t r i c t i o n s .

of

recent

The

1977-

80 c o n t r a c t r e s t r i c t e d s u p p l e m e n t a r y e m p l o y m e n t bo t h

on and

The c u r r e n t contract a d d r e s s e s o n l y off

campus

off c a m p u s .
employment.

Currently
administration
supplementary
contractual

at

issue

has the

at

ex t en t

C.M.U.

for t h i s .

d e s c r i b i n g this

restriction

intent to

the

stop

the

a u t h o r i t y to

employment

p ro vi s i o n s

is

in

Remov al

On

which

m o ni to r and

is a r g u a b l y

practice.

to

the

the

the

re st ric t

ab se nc e

of

of the pr ov isi on
an

i nd ic at io n

other

hand,

of
the

m a n a g e m e n t rights c l a u s e m i g h t be ci te d to su p p o r t the right
of the a d m i n i s t r a t i o n

to so r e s t r i c t

f a cu lt y m e m b e r s .

Determi na.tl.p_n
A

se r i e s

adjusting

indivi du al

board r a i s e s .
the

of c h a n g e s

have

of

in

methods

for

f a c u l t y s a l a r i e s be y o n d the a c r o s s - t h e -

Administrative

elimination

been made

the

a u t h o r i t y has been r e du ce d by

or ig i n a l

c o n t r a c t 's

me ri t

pay

p r o v i s i o n under wh ic h ea c h Dean d i s t r i b u t e d rais es a c c or di ng

347
to

c r i t e r i a set

(1970-71,

p.

by the

26).

of

Deans and

In su bs eq u e n t co nt ra ct s

g r a d u a l l y be co m e

more

involved

development

of a d v i s o r y

26,

pp.

1974-77,

Co u n c i l

altogether.

reduction

in the

the f a c u l t y has

process t h r o u g h the

c o l l e g i a l c o m m it te es

33-34).

m eri t p a y

in this

the P r o v o s t

Re ce n t
The

(1971-74,

p.

c o n t r a c t s have e l i m i n a t e d

overa ll co n s e q u e nc e

is

a maj or

a u t h o r i t y of

the a d m i n i s t r a t i o n

in this

was made

eit he r merit p a y

area.
No p r o v i s i o n
market/equity
cu r r e n t

adjustments

contract

for
in

pr ov i d e s

the

ra i s e s or

1977-80 c o n t r a c t .

that

equity/market

The
salary

a d j u s t m e n t s will be made

b y the a d m i n i s t r a t i o n

60).

three a p p o i n t e d by the A s s o c i a t i o n

and

A c o m m i t t e e of six,
three b y the

60).

Th i s

Provost, a d v i s e

b i - p a r t i t e co m m i tt ee

distribution

and

modifications

(1981-84,

advisory

role and

authority

the

to

r e c om me nd
p.

60).

Provo st

ne w

(1981-84,

is to rev ie w
and

methods

p a r t ic ip at e

The faculty has

the a d m i n i s t r a t i o n has

t h r o u g h these

(1981-84,

g a in ed

provisions.

in

p.

p.
for
any

g a i n e d an
increased

Both are

major

changes.
The

issue of me ri t pa y is not ye t re solved a c c o r d i n g to

f a cu lt y a n d a d m i n i s t r a t i o n
to

handle

different
$40,000
exercises

market
methods

allocated

informants.

adjustment
an d

ag re e d

funds

a u t h o r ity

over

for

and

The parti es

equity

to d e s i g n a t e
each.

ma rk e t

The

agreed

adjustments
half

of

by
the

administration

adjustments,

providing

348
v ar iou s Deans with po rti on s o£ the $20,000 to d i s t r i b u t e
fa cu l t y me m b e r s

in ta rg e t e d

pr oc ed ur e was
procedur es,

however,
was

se l e c t i n g

pe rso ns
took

formed,

and

factor.

The

rank and

c o m mi tt ee
In

almo st

individuals,

re co m m e n d e d

raises

a c c o r d i n g to
r em ain s an

the

raises.

factors as
Me rit

of

from both

for

administration

not

me rit

The

was not a

of the c o m m i t t e e .

becaus e

for

years of

34 pe rs on s

cas es the

a d m i n i s t r a t i o n did

in for man ts

The a d v i s o r y
formul a

equity

education.

all

wi t h this
adjustments

a

r e c om me nd ed abo ut

followed the re co mm e n d a t i o n s
few

for

c o n s i d e r a t i o n such

exp erience,

raises.

developed

it

to re co mme nd

into

Equity

have cau se d d i s a g r e e m e n t .

service,

equity

No p r o b l e m

rep or te d by i n f o r m a n t s .

co m m i t t e e

formula

areas.

to

But wit h a
pr ov id e the

c o n s i d er at io ns ,

parties.

Merit

p ay

issue.

Education Policies

The

faculty

recommending
the

is allowed

strong

collegial role

in

curriculum changes through the departments and

Academic Senate.

department and Senate
contract,

a

reference is

Curriculum changes

are covered

procedures for the most p a r t .
made only

to the

question

in

In the
of who

determines which courses shall be taught off-campus.
C.M.U.

has a

number

of off-campus

course,

including

continuing education programs in neighboring communities and
at

an Institute which carries C.M.U. credit courses to such

349
sites

as m i l i t a r y

Hawaii

(1 9 8 1 - 8 4 ,

departments
t each

off-campus,

added

4 0 - 4 3 ).

pp.

approve

c o n tr ac t s di d

the

as

not

role

Continuing
C.S.C)

does the

of

of

co u r s es

taught

the

permit s

Pr o v o s t

pr og ra ms w h i c h are

taught wi t h i n

is

more

an
of

(S.C.E.
forty-

S.C.E.C.S.C.

be taught and when and

(1981-84,

p.

p.

41).

41).

Dis p u t es are

This

p r ot ec t e n r o ll me nt

provision

in co ur se s

and

taught on ca m pu s and also o f fer ed at the

ne a r b y o f f - c a m p us s i t e s .
which

been

the School

and

to

but past

This has

in

department

(1981-84,

d e p a r t m e n t s to

hired

Servi ce C o ur se s

For co u r s e s

these will be tau gh t

re so lv ed by the

facul ty

approval.

j o in tl y d e t e r m i n e w hi ch c o u r s e s will
where

a w a y as

and now the d e p a r t m e n t s have

4 1 ).

campus,

far

c o n t r a c t s p r o v i d ed that

E d u c a t i o n and C o m m u n i t y
p.

as

c ur ren t contract,

co ver co u rs e

r e g a r d in g

(1981-84,
mi les

Pa s t

firms

credentials

in re c e n t contra cts ,

advisory

five

i ns t a lla ti ons and

than

For co u r s e

forty- fi ve

at the Sa g i n aw Center,

miles

from

campus,

the

d e p a r t m e n t will be c o n s u l t e d by S.C.E.C.S.C.

and the Pr o v o s t

will make

of d e p a r t m e n t a l

this d e t e r m i n a t i o n

o b j e c t i o n to the sc he d u l e
This

is a minor g a i n

in the ev en t

of S.C.E.C.S.C.

for the

(1 9 8 1 - 8 4 ,

p.

4 1 ).

faculty in c o l le gi al au th o r i t y .

Selection of staff for off-campus courses appears to be
a

greater

issue than

selection

of

administrative and faculty informants.

courses according

to

Faculty must approve

of persons who teach C.M.U. courses at the off-campus sites,
and

faculty have the right of

first refusal for those off-

350
campu s cours es
pp.

40-44).

w h i c h t h e y are q u a l i f i e d
Actual a s s i g n m e n t s are ma de

insta lla tio n

involved

have s o m e ti me s
of f-c amp us

to te ach

(1981-84,

failed to e n d o r s e

installations ,

have so me tim es

pp.

40-43).

Instruct ors

ab le

course.

Issues of

secure

additional

pr op ose d b y the

worrie s a bo ut havi ng a d e q u a t e
no ch ang es have been made

m e mbe rs wish to

o f f- ca mp us

staff.

for

from the faculty an d

i nf orm an ts

and the

a non-faculty

as the basis

In ad di tio n, some f a cul ty
income,

in st al lat ion s

who wi sh e d to tea c h

q u a l i t y are g i v e n

both pos it io ns a c c o r d i n g to
administration.

D e pa r t m e n t s

to hire

instructor rather th a n a f a c u l t y memb er
the

by the o ff -c am pu s

and the of f- c a m p u s

p r e f er re d to be

(1981-84,

In st al la ti on

D e sp it e these

in c o n t r a c t u a l

issues,

rights or a u t h o r i t y

in this are a since the o r ig in al c o n t r a c t was written.

Grievance Procedures
Wit hi n the g r i e v a n c e
or a u t h o r i t y

have

be en

pr oc ed ure s,
made.

Two

four c h ang es
which

are

of rights
of

major

s ig n i f i c a n c e are the a d d i t i o n of bi n d i ng a r b i t r a t i o n and the
pr ov is i o n
final st ep
C.M.U.

for

review by the

in an

F a c u l t y R e v i e w Co m m i tt ee

alternative grievance

A l lo wi ng

to file a g r i e v a n c e has al s o be e n a d d e d .

In the rece nt c ont ra ct s,
final st ep
levels
from

process.

as a

in g ri ev a n c e s

(1981-84,
a

list

pp.

is pr ovided as the

w h i c h c a n n o t be r es ol ve d at

14-15).

p ro vi de d

arbitration

by

lower

The a r b i t r a t o r

is sel ec te d

the

Arbitration

American

351
As soc ia tio n,

Michigan Employment

R e l a t io ns

Commission,

or

(1 9 8 1 - 8 4 ,

p.

the F e de ra l M e d i a t i o n and C o n c i l i a t i o n Servi ce
14).

The

arbitrator

m o di fy " the

contract

judgments,

as

ca n n o t
nor

in

reappointment.

in su c h

In

written

d e c i s i o n b y the

which

employment

was

p.

on C o n t r a c t Grievances was
Association

administration.
mem be r from

The

grievances
resolving

p.

(1 9 8 1 - 8 4 ,

pp.

issues

has been

non-contractual
Provision
in

the

bi n d i n g

or

the

representatives
of

a

co ul d se l e c t
at large

if

me th o d

It pr ovides
contractual

fifth

four

re s o l v i n g

a meth od
issues

for b i n d i n g a r b i t r a t i o n

f a c u l t y would be

the

t h e y could

of

facu lt y* s c o l l e g i a l au thority.
the

upon

or ig in al m e m b e r s h i p of

earlier

retained.

with a

on Co nt ra ct

representatives

whom

their

This

it m i g h t take

contract.

or

The U n i v e r s i t y Co nf e r e n c e

two

four of

10).

bi n d i n g a r b i t r a t i o n ,
ac ti on s

1 0 ).

or

make c o m p e n s a t o r y

nor

the a c a d e m i c c o m m u n i t y

arbitration.
imp r o v e m e n t

promotion,

c o m p o s e d of two

and

not reach a g r e e m e n t a m o n g
(1970-71,

final

not

or

make a c a d e m i c

University Conference

(1 9 7 0 - 7 1 ,

administration

the

may

from

the ea r l i e r c on tr ac ts , g r i e v a n c e s ended

Gri ev an ce s,

of

tenure,

arbitrator

11-15).

subtract

c a n the a r b i t r a t o r

granting

The

procedural awards

"add to,

quite

for

w it ho ut

is a major
Witho ut
limited

in

sho ul d the a d m i n i s t r a t i o n vi ola te the

The a d d i t i o n of bi n d i n g a r b i t r a t i o n

most s i g n i f i c a n t ch an g e made

in the C.M.U.

is the single

contracts.

352
The se co n d ma jo r ch a n g e
creation

of the

promotion,

11-13) .

in gr ievance p r o c e d u r e s

Faculty Review

This co m m i t t e e
in c l u d i ng

has

19... full

the

and

binding

on all

Faculty Review Committee
p r o v i s i o n that
c a n n o t exceed

agreement

maximum

(1 9 8 1 - 8 4 ,

of

patter ns

over

for s e t t i n g m a x i m u m s

addition

imp ro ve me nt
permits

upon

method

selected

administration
to

exc ee d

the

established

and

staffing
from

the
me th o d

is c o m p o s e d
from a

of

g r o u p of

from a m o n g the

Faculty

Review

(1 9 8 1 - 8 4 ,
Committee

deciding

final,

seven
elev en

bargaining

p e r e m p t o r y c h a l l e n g e s ea c h

f a cu lt y to have

of

any department

Inform an ts

Committee

g r i e v a n c e s of the three mo s t
This

by the

enrollment

in the c o l l e g i a l a u t h o r i t y

the

is limited

m a x i m u m s are

the a d m i n i s t r a t i o n

the

of the

is g e n e r a l l y re ga r d e d as e q u i t a b l e .

r e du ce d by two

of

The

d r a w n at r a n d o m

A s s o c i a t i o n and

the

tenure,

Association r e p o r t that this

unit m e m b e r s

me mb er s who are

pp.

r ig ht

by the

years.

Faculty Review

bargaining

The

administration

ba se d

rec en t

award

of tenure w i t h i n

the

a d m i n i s t r a t i o n an d the

This

parties".

12).

p.

projections

unit an d

(1 9 8 1 - 8 4 ,

The C o m m i t t e e 9s d e c i s ions are

the m a x i m u m a n n o u n c e d

without

to

to g ra nt tenure

the a w a r d s

m a y hear

power to s e tt l e

authority

p r o m o t i o n and r e a p p o i n t m e n t ” .

using

w hi ch

tenure a nd r e a p p o i n t m e n t g r i e v a n c e s

grievance,

"final

Co mmi tte e,

is the

p.
is

by the

11).
a

of the faculty.

The
major
It

d e c i s i v e au t h o r ity over

im portant e m p l o y m e n t d e c i s i o n s .
su c h

employment

qu e st io ns

353
approximates

the p r o f e s s i o n a l

professional
the

peers have

a c c e p t a b i l i t y of

ideal a c c o r d i n g to wh ich

final

the

the

a u t h o r i t y in d e c i s i o n s a bo ut

credentials

and per fo rm an ce

of

me m b e r s of t he ir p r o f e s s i o n .
In

pr actice,

the

overturn decisions

F a c u l t y R e vi ew

to d e n y pr omotion,

C o m m it te e
etc.

ma d e by

the a d m i n i s t r a t i o n a c c o r d i n g

to

fa cu l t y

informants.

this

result of d e f e r e n c e

er r o r s

from

grievan ce .

to

b e li ev e

the

to a lt er

remaining

procedures

of

are

rights,

individual

two

to

cause

pra ct ic e

is

the

pr ev e n t s

the final stage

Committee's

e m p l o y m e n t decis io ns,

the un i f o r m

changes

minor

of

of

the

concurrence ma y undermine confidence
The

a d m i n i s t r a t i o n and

r e v i e w p r oc es s

going uncorrected

whatever

disinclination

wh ic h have been

the a u t h o r i t y of the a d m i n i s t r a t i o n .

that the extensive

Ot h e r s s u g g e s t
any

Some

doe s not

in the p r o c e d u r e .

made

in the

significance.

an d the

gr ievance

One

restricts

other al lo w s C.M.U.

to file

a

grievance.
In

the

di sc r imi na ti on
gr i e v a n c e

first,
may

process

be

a

grievance

dismissed

charging

by C.M.U.

illegal

bef or e

the

has been c o m p l e t e d if the g r i e v a n t files a
0

c h a r g e or c o m p l a i n t

for the same

court of g o v e r n m e n t a g e n c y

a ll eg ed violation with

(1 9 8 1 - 8 4 ,

13).

In effect,

gr ievant

c a n no

longer

pursue

channels,

as wa s

allowed

in ea r l i e r c o n t r a c t s .

minor c u r t a i l m e n t of

the

p.

complaint

ind ividual r i g h t s .

t h ro ug h
This

a
the
two

is

a

354
The U n i v e r s i t y m a y now file and pursue to a r b i t r a t i o n a
g r i ev an ce a l l e g i n g
terms

of

the

that

the A s s o c i a t i o n

co n t r a c t

employer/employee

(1981-84,

re la ti on sh ip ,

been used by employ ees ,

has v i o l a t e d

pp.

13-14).

g r i e v a n c e s have

who oth er wis e

lack

the

In

the

generally

formal a u t h o r i t y

to q u e s t i o n the d e c i s i o n s

of the e m p l o y e r .

The

auth or ity of the e m p l o y e r

g e n e r a l l y permi ts

the e m p l o y er

t r a ns la te

his

p re f e r e n c e s

into

th ro ug h the

authority

useful to m a n a g e m e n t .
might

prefer

proce ss mi gh t
a ct i o n s of

m a y take

to file

cha ng e

grievance.

Using

is a minor

over c o n t r a c t u a l

increase

the grievance

in some d i s c i p l i n a r y

yet

The

ac te d

in

g r i ev an ce

which the a d m i n i s t r a t i o n

issue wi t h a f a cu lt y group,

has not

become

an a d m i n i s t r a t i o n

activities.

a l l o w s a met ho d by

that C.M.U.

proces s m a y

that the a d m i n i s t r a t i o n

Association

a d e p a r t me n t ,

repo rt

a

a voi d the risk e nt ai le d

to

proce du re a l s o

g r i ev an ce

r e c o u r se to third

In some situations,

an a c c u s a t i o n

retaliation

or

r e q u i r e m e n t s wi t h

employer is c u r t a i l e d or reduced,

of the

to

If the ma na ge r i a l authority

which the e m p l o y e e must comply.

part

lawful

managerial

such as the A s s o c i a t i o n
violation.

filed

In formants

a grievance.

This

in a d m i n i s t r a t i v e a ut ho ri ty .

Tot aX_oJ _Cha nae s at„CentraI_jJ. c.lLlgan__Uni ye r s 1,tv
When the or ig in al co nt r a c t
total

of

is co mp a r ed with the c u rr en t

contract,

a

fift y- tw o

c h ang es

in

power

observed.

When the major c h an ge s are g i v e n a w e i g h t

are

of two,

355
In co n t r a s t

to mi no r

changes

total

be c o me s s i x t y - f i v e

(83%)

are

f ac ul t y

ex a m i n e d here,
pe r c e n t a g e of

this

which are

changes.

gains.

A m on g

i n s t itu ti on

f a c u l t y gains.

w e i g h t e d one

Mo s t of
the
had

these c h ang es

nine
the

the

in st itutions

se c on d

hi gh es t

C HA NG E S A T E A S T E R N M I C H I G A N U N I V E R S I T Y

IntrfldagtifliL
E a s te rn
Michigan/

Michigan University

a bo ut

of its s t u d e n t s

corn er of

Michigan

in Ypsilanti,

from Detroit.

t h i r t y mi le s

a bo ut 85%

is locat ed

from

E a s t e r n dr aw s

this u r b a n i z e d s o u t h e a s t e r n

(Eastern M i c h i g a n University,

1983,

pp.

9-11).
E a s t e r n was f ou nd ed as M i c h i g a n State Nor ma l C o l l e g e
1849

for

the

purpo se

pr ep a r a t i o n was

of

educating

E a s t e r n 's major

teachers.

f un ct io n

for

in

Te ach er

its first one

hundred years and e d u c a t i o n c o n t i n u e s

to be am on g

programs.

E a s t e r n ' s en ro l l m e n t s

and

In the

last few de ca des ,

pro gra ms have

e x p a n d e d gr eatly.

university
degrees,

in

has a

1959.

and

e q u a t e d ), E a s t e r n

u n i v e r si ti e s

en ro l l m e n t s
doubled.

has

(Michigan D e p a r t m e n t

during

fo ur-year

fifth

largest

(about
largest

four-year c o l l e g e s

time

public

its peak e n r o l l m e n t yea rs
an e n r o l l m e n t d e c l i n e

the

per io d

time

the

of Education,

a

Easte rn has had
same

ma ste rs

1983).

M i c h i g a n U n i v e r s i t y gre w rapidly,

enrollment

in M i c h i g a n

Pr o m

19,000 s t u d e n t s

fifteen public,

During the I 9 6 0 's E a s t e r n
in

severa l

made a

in Michigan.

of M i c h i g a n ' s

tr ip li ng

offe rs

fall he a d c o u n t of a b o u t

14,000 full -ti me
e nr ol lm en t

it

was

c ol l e g e of t e c h n o l o g y an d one of the

bu sin ess co ll eg e s

With a

Today

E a st er n

its major

ov era ll

356

when

overall

insti tut ion s abo ut
of 1970 to

of ab ou t

enrollment

in

17%.

1983,
During

M i c h i g a n 's

357
public,
about
has

fou r-y ea r c o l l e g e s and u n i v e r s i t i e s has

5%.

In the

last year,

the

causes

enrollments

ar e the

predominates

in

its

stud en ts ,

Eastern,

an

for

the

pr ob l e m s of

the area from
and

Eastern's enrollment

4%.

inc re as ed b y a b o u t

among

however,

peri od
the au t o

academic

ar e a

with

departments,
attrit io n,
fa c u l t y

declining

industry,

w h i c h E a s t e r n d ra ws

import an ce of

the

of

of

little

diversification

of

m a n y of

growth

by

the en ro l l m e n t

programs,

early retirement

(E astern Michigan U n i v er si ty ,

Eastern Michigan

U n i v e r s i t y 's

at

recently.

me r g i n g

p r o g r a m r e v i e w an d s t a f f i n g a d j u s t m e n t s
aided

which

teacher tr ai n i n g

Ea s t e r n M i c h i g a n University has r e s p o n d e d to
declines

increased by

of

through

incentives

for the

1982).
faculty

org an iz ed

for

collective bargaining

in 1974 and se le c t e d

the A.A.U.P. as

their r e p r e s e n t a t i v e .

T h e y have n e g o t i a t e d

four c o n t r a c t s :

1974-76,

1976-78,

1978-81,

of the 1 9 7 8- 81 co ntract,

and

about

me m b e r s we nt

out on st ri k e

n eg o t i a t i o n s

(D e t r o i t M e w s .

The

fa cu lt y re t u r n e d wh e n

by n e g o t i a t i o n
Al;

teams

1982-84.

re po rt ed

for se ve n

days due

S e p te mb er

13,

to

1978,

st all ed
p,

B l l ).

a te n t a ti ve ag r e e m e n t was reached

(D e t r o i t M e w s „ S e pt em ber
1983,

n e g o t i a t i o n and the
by

n e g o ti at io n

80% of E a s t e r n 's 636 f a c u l t y

N . C . S . C . B . H . E . P . , December,

the st al le d

During

Association

p.

3).

22,

1978,

The cause

co n s e q u e n t i a l strike
representatives

of
were

as

a d m i n i s t r a t i o n ' s at te m p t

to e l i m i n a t e the fa culty's role

curr iculum,

tenure,

promot ion ,

evaluation

cr iter ia

p.

the
in
and

358
w or kl oa d

(Detroi t

News.

I nfo rma nts s tat e th at
gr i e v a n c e

and

September

14/

1978/

fear of losi ng the

ar.bitrat ion

p.

Bl).

p r o t e c t i o n of the

p ro vi si on s

and

rumo rs

about

i nc re as i ng w o r k l o a d s were k e y e l e m e n t s .
In

the co ur se

c ontracts,
S ev en

41 c ha ng e s

of

agency

approval

of

required

that

wer e made

to ad vi s e

th ese which:

authority

for

re co mm e n d a ti on s,

c o nsu lt

in layoff and

the

faculty

th ro ug h a l l o w i n g
to

Administrative authority
the a d m i n i s t r a t i o n to

fa cu l t y

me m be rs

members.

In div idu al

re qu i r e m e n t

that

and

was

increased

grant d i s c r e t i o n a r y

th ro ug h

rig ht s

inc re as in g

were re duc ed

Alto get her ,
were

increases

in

fa c u l t y

by

the

facult y

the

added

fa cu lt y me mb e r s must produce new kn ow led ge

in their d i s c i p l i n e s to be e v a l u a t e d
the most

frequent

authority

(28%)

(38%);

and

second,

third,

in power
increases

increases

in

(18%).

Most ch an g e s were made

in two

employment decisions
conditions

favorably.
types of shi ft s

in in div idu al righ ts

administrative authority

w or ki ng

in

al l o w e d the fa c u l t y

c o n d i t i o n s under w hi ch the a d m i n i s t r a t i o n m a y layoff

wh ic h

in

the a d m i n i s t r a t i o n on a c a d e m i c m a tt er s th r o u g h the

Faculty C o u ncil.

by

The

great er

cr i t e r i a

the a d m i n i s t r a t i o n
reduction

s u c ce ss or

and authority.

in four of

fa c u l t y

departmental

three

major s i g n i f i c a n c e .

incr ea sed

gave

the

in rights

were of

was

shop,

making program

raises

negotiations

these c ha ng e s

facu lty 's a u t h o r i t y
added

of

(40%).

A few

a r e a s ; in the pr oc ed ur es

are

re ach ed

(48%)

and

ch a n g es each were made

in
in

359
agency

rights,

education

po li cy - m a k in g,

and

g r le va nce

procedures.
Among
from

individually

pool

of

sick

m od er at e
the

the more

un u s u al

leave da y s

num ber of d a y s

teaching

Keeping

those n e ed in g

for

in a g i v e n
that

all

the

discipline

the shift

leave day s to

year.

a shared

more

than a

Also unusu al was

f a c u l t y members,

loads of 12 hours,

in

up

p ro vi si on s was

a c c u m u l a t e d sick

added requirement

typic al

new

en ga g e
is

d e spi te

in or ig in al

no

longer

work.

ade quate

d e m o n s t r a t i o n of p r o f e s s i o n a l d e v e l o p m e n t .

A s s o c i a t i o n Righ ts
Two
minor

ch a n g e s

in

unit.

have

s i g n if i c an ce ,

The second,

incr ea sed
is

f a cul ty

authority.

the e x p a n s i o n of

mo re s i g n i f i c a n t ,

chang es

One,

the b a r g a i n i n g
the open

shop

to a g e n c y shop.
In the
been

first change,

in creased

collective

by the a d d i t i o n of

facul ty a u t h o r i t y has

co ac h/ t e a c h e r s and media

se rvi ce m a n a g e r s to the b a r g a i n i n g unit

(1982-84,

p.

two M i c h i g a n E m p l o y m e n t R e l a t i o n s C o m m i s s i o n rulings
427

and R 7 6 A - 1 ),

sh ar e

a

body

professional

it
of

was d e t e r m i n e d
Interest

librarians,

who

that these

wi t h

the

were

2).

In

(#R75J-

emplo yee s

facul ty

and

the

originally

in

the

bargaining u n i t .
Whe n the F a c u l t y A s s o c i a t i o n at E a st er n first at te mpt ed
to re qu ir e

pa yme nt of all

m e mb er s

the A s s o c i a t i o n or

of

bargaining
not,

unit members,
it

whether

had to un d e r t a k e

a

360
le n g t h y and e x p e n s i v e civil co ur t a c t i o n to enfor ce payment.
In

subsequent negotiation a

mo r e e a s i l y e n f o r c e a b l e a g e n c y

s ho p p r o v i s i o n was a g r e e d upon.
As

is typical

r e qu ir e

o r iginal contracts,

a n y f i n an ci al

bargaining
(1974-76,
during
days,

in

unit who
p.

4).

s u ppo rt

Ea st ern 's did not

from those

m e mb er s of

wish to join

did not

the A s s o c i a t i o n

B y the n e g o t i a t i o n of the third contract,

which E a s t e r n cs fa cu lt y went out on strike
a

the

number of the

A s s o c i a t i o n me mb er s came

for seven
to believ e

that me mb er s of the bargaining unit shou ld all bear the cost
of

representation

To this end,
which

( N .C .S .C .B .H .E .P .,

a m o d i f i e d a g e n c y s h o p p r o vi si on

re qui red that

c o n t r i b u t e an
fund"

De ce mbe r

n o n- m e m b e r s p a y

e q u i v a l e n t am o u n t

(1978-81,

p.

conscientious

5).

1983,

3).

was b a r ga in ed

a service

to the

p.

fee "... or

gener al m e m b e r s h i p

The s c h o l a r s h i p provision, ca ll e d a

ob je ct or

clause,

was

included

for

those

fa c u l t y wh o had p r i n c i p l e d objections to s u p p o r t i n g a u n i o n .
It was su pp o s e d
to their

that under open s h o p some refuse to

p ol it ica l be l i ef s and

membership.
perso ns to

This a g e n c y

sh o p

e vad e the cost,

some to

join due

avoid the cost

pr o vi si on

but does a l l o w

does not

of

al lo w

p r in ci pl ed n o n ­

s up po rt .
A

p art ic ula r

Association
"...the

p. 6).

the

of

the

pr o v i s i o n

which

the

later had ca us e to rep or t was the p r o vi si on that

only means

(1978-81,
ei th er

feature

dues,

for e n f o r c e m e n t . . .are

A num be r of
the

civil a c t i o n . .."

fa c u l ty me mbe rs refuse d to pay

s e rvi ce

fee,

or

the

scholarship

361
contribution;
action.

so

The

the

c o n f ro nt a ti on s

in the

future,

that all

suffer the p e n a l t y of
pp.

5-7).

The

from

the

sa la ri e s

pena liz ed

and

or a

a

This overall c h an g e

breaks.

se rvi ce
pay

fee or

(1982-84,

withheld

The am o u n t

the s u s p e n d e d

faculty

m em ber s

is

As a large m a j o r i t y of the fa cu l t y are
of the As so ci at io n,
still sm a l l er

with the

is a major g a i n

avo id such

sh o p p r o v i s i o n

s u s p e n s i o n and loss of

of

d u e s - p a y i n g m em be rs

fee

To

in a

the A s s o c i a t i o n has neg ot ia te d

ei t he r dues

during

ret ain ed by E a s t e r n .

service

court

1 1/4 d a y s u s p e n s i o n occ ur s at a d m i n i s t r a t i v e

usually

convenience,

case.

a modified agency

pay

civil

legal bat tl e e nd ed

the A s s o c i a t i o n ' s

subsequent contract

r eq uir ing

initiated

le ng t h y and e x p e n s i v e

d e ci si on u p h o l d i n g

in a

Association

an nu a l
from

a

m i n o r i t y pa y the

minority

cho os e

and pay

suspension

to

be

reduction.

open sh o p to m o d i f i ed a g e n c y

in the a u t h o r i t y of the or g a n i z e d

shop

faculty.

E m p l o y m e n t Dec is io ns
Ni net ee n c h a n g e s
emp lo ym en t
Pour of

have been

de c i s i o n s ar e

these ch an g e s are

made

made.

in p r o c e d u r e s by which

These

cover m a n y

of major s i g n i f i c a n c e .

now share a u t h o r i t y to a p p r o v e m o d i f i c a t i o n s
s ta nd ar ds
new

for e v a l u a t i o n .

knowledge

development.
m a y lay off

to

me et

areas.
Faculty

in d e p a r t m e n t a l

F a c u l t y me m b e rs must now produce
the

The c o n d i t i o n s

requirement

of

p r o f e s s io na l

under which the a d m i n i s t r a t i o n

f a c ul t y me mb e r s have been

increased.

Finally,

362
the fa c u l t y
involved

must be c o n s u l t e d n o w in

in l a y o f f .

A number of c h a n g e s
are

major p r o g r a m ch an ge s

rea ct io ns

to

an

in the ar e a of e m p l o y m e n t d e c i s i o n s

a r b i t r a t i o n aw ard

which s t a t e d

that

gr eat w e i g h t must be gi ve n to the r e c o m m e n d a t i o n s of f a c u l t y
committees

in rea ppo int men t,

A

a r b i t r a t i o n a wa rd

rec en t

pro mo ti on and tenure d e c i s i o n s .
a p pe ar s

fac ulty's r e c o m m e n d a t i o n as e f f e c t i v e

to

have d e f i n e d

the

in these a r e a s so

long

as the formal d e p a r t m e n t a l c r i t e r ia and pr oc ed ur es have been
used.

The p art ie s are s till s o r t i n g out the

im pl i c a t i o n s of

this a w a r d .

Evaluation
Faculty
approval

are

of

colleges

pr o c e d u r e s

more

involved

departmental

faculty m e m b e r s .
the

no w

facul ty

"me an in gf ul

approve

(1974-76,
college,

and
p.

a

a d m i n i s t r a t i o n to
wi t h

r e as on s

revision
In

After
for

p.

subsequent

administration

in

of

evaluating

of

fa c u l t y

for

by

sec re t

financial
by the

curriculum

faculty
went

was re turned to
and

the area

r e s o u r c e s ..."

involvement

disapproval

ballo ts

in

facul ty members,

approval

be a p p r o v e d

given

(1974-76,

of

utilization

48).
plan

used

p r oc es s

fa c u l t y involvement

of s e l e c t i o n and e v a l u a t i o n
development

the

The ori ginal co nt r a ct pro vid ed that w i t h i n

the

for

standards

in

to

of a
the

the c ol leg e

expectation

for

49).
contracts,

c o m m i t t e e was

cr e a t e d

first,
to

a

fa cu lt y/

a d v i s e the

Vice

363
President
78,

p.

for A c a d e mi c

41).

In

a

later

rep lac ed by an ad hoc
was

create d

to

Af f a i rs on pe rs on ne l ma tt e r s

establish

departmental

46).

This ad

become the Sta nd in g Committee,
appointees

an d half

a p pr ov e all

(1982-84,

p.

the

department

32).

the

forward

applicants

p.

(1982-84,
to

st a n d a r d s pr op o s e d

review

them

for

or

tenure
pr oposed

This

If

revision.

a

w h i c h the

Standing

from the d e p a r t m e n t

" . . .shall

32).
and

The

University may
f a c u l t y now

approve

by the a c a d e m i c units,

an a d m i n i s t r a t i v e t a s k .

in

making

their

s t a n d a r d s as the

a g ai ns t such

authority

used

of

co ur s e

does not propo se s t a n d a r d s

d e e m appropriate"

has

the St a n d i n g C o m m i t t e e w h i c h ma y

prop os al s or retu rn

be e v a l u a t e d

for

wh ic h must

s t a nd ar ds

pr omotion,

Departments

Co m m i t t e e approves,

shared

in

rea pp oi n t m e n t ,

cri t e r i a and p r o c e d u r e s to
a pp ro ve

guidelines
hoc c o m m i t t e e

r e vi se d d e p a r t m e n t a l

for

was

c o m p o s e d of half A s s o c i a t i o n

f a cu lt y m e mb er s

recommendations

committee

a d m i n i s t r a t i o n app oi nt ee s,

n e w or

evaluating

this

f a c u l t y / a d m i n i s t r a t i o n c o m m i t t e e which

(1978-81, p.

ev al u a t i o n

co ntract,

(1976-

is a ma jo r

of

has

evaluation

previously solely

increase

in fa c u l t y

author i t y .
The c r e a t i o n of
effo rt

to

res ea rc h
c o n tr ac ts

upgra de
is

re appointment,
, important"

standards.

another
gave

was

the S t a n d i n g C o m m i t t e e

e l em en t

three

Inc re as in g e m p h a s i s
of

this

cr iter ia

tenure and p r o m o t i o n .
and

still

is

is part of

for
The

effort.

an
upon

Earli er

evaluation

for

"re qu ir ed and most

in st ru ct io na l

effectiveness

364
(1972-74,

p.

40).

In

requirement

listed wa s

University,

ei th e r

de p a r t m e n t

(1974-76,

the

member

the ea r l i e r
that the

through

demonstrate

or throu gh

on c o m m i t t e e s

have

to the c u r r e n t

the

option

d e v e l o p m e n t by either
new

knowledge.

an

for

p.

hours per

professional

fields or c r e a t i n g

limited

for

circumstances

scholarly/creative activity"

effectiveness is still

where

the

term and

hours per week
of teaching,

41).

facul ty m e m b e r s no

in their

very

p.

’’p r o f e s s i o n a l d e v e l o p m e n t shall not be

cr it e r i o n ,

i n s t it ut io n

either

37).

Tea c h i n g
important

(1974-76,

demonstrating

k e e p i n g up

acceptable substitute

(1982-84,

the

field and p u b l i s h i n g

co ntract,

of

Except

Involving re tr aining,

in

development

in the

or ot h e r w i s e d i s s e m i n a t i n g the r e s u l t s

longer

or

level of k n o w l e d g e and ex p e r t i s e

advancing knowledge

Ac c o r d i n g

se rv e the

The t h i r d r e q u i r e m e n t was that

professional

t hr ou gh m a i n t a i n i n g a hi g h

the seco nd

f a c u l t y member

work

p. 41).

contract,

as

would

nor ma l

faculty

(1982-84,

pp.

m a n y more words

d e s c r i b e d as the most
be

expected

t e a c h i n g load

m e m b e r s are
18-19).

this

is 12

cre di t

to keep 10

office

Despite

are used

at

the p r i o r i t y

in the c o n t r a c t

to

ex pl ai n

and to r e i t e r a t e

the

import an ce

of r e s e a r c h by all

facul ty

m e mb er s

are

used

explain

effectiveness.
not

a

"p ub l i s h

know le dg e w hi ch
other

than

than

to

In fo r m a n t s point out that
or perish"
f a c u l t y must

clause.

The

this a d d i t i o n
new

g e n e r a t e m a y be

th r o u g h p u b l i c a t i o n as

in

te ac h i n g
is

insight or
disseminated

the cl assroom,

with in

365
the d i s ci pl ine ,

or wi th i n

the

larger c o m m u n i t y

(1982-84,

p.

37).
Some

faculty

re q u i r e m e n t

may

awards.

The

Ea s t e r n

have

Typically

the

informants
be,

suggest

arbitration

se ver al a r b i t r a t i o n s

w h i c h have

o c c u r r e d at

la rg el y

Association

over

pers onn el

p o s i t i o n has

overturned.

de cis i o n s .

been

uph el d

and

F r o m the

first,

all

denial

co n tr ac ts have

allowed an a r b i t r a t o r to

or

"have authority to

s u b s t a n t i v e q u e s t i o n s , " s u c h as promotion,

re a pp oi nt me nt ,

and

have not

deciding

o n l y pr oc e d u r a l

(1982-84,

p.

limited the

qu es t i o n s ,

1 2 ) oA r b i t r a t i o n a w a r d s

p r i m a r y c o n s i d e r a t i o n to the
departmental

new

res po ns e to

administrative

determine

this

a

been

in part,

that

com mi tt ee s ,

as

arbitrator

do

have

p r ep a r e

to

some c o n t r a c t s
te nd e d to

recommendations

which

tenure

of the

give

facult y

e v a l u a t i o n re por ts

when e m p l o y m e n t d e c i s i o n s are be in g c o n s i d e r e d

(1982-84,

p.

42).
Fr o m
procedure,

an

administrative

perspective

w hi ch g i v e s a u t h o r i t y

or re a p p o i n t

or tenure,

is

this

to a r b i t r a t o r s

grievance
to

a h i n d r a n c e b e ca us e

it r e du ce s

a d m i n i s t r a t i v e a u t h o r ity over p e r s o n n e l d e c i s i o n s .
in the 1978 c o n t r a c t ne go t i a t i o n s ,
to

ret ai n or to remove

which

caused

retained,

and

departmental
as

having

the
a

this

strike.

recent a r b i t r a t i o n

faculty

recommendation

gr ea t w e i g h t .

The

In fact,

c o n t r o v e r s y over w he th er

p r o v i s i o n was a m o n g

f a c u l t y to

promo te

The
awa rd

the

issues

la ng u a g e was
described

in pe rs onn el

the

decisions

arbitrator concluded

that

366
administrative

review

recommendations
sho ul d be

f o l lo wi ng

should

not

be

rep or t

that a

a r b i t r a t o r 's a w a r d

is that

to pr om o t e e t c . , can no t

departmental

co n d u c t e d

based upon d e p a r t m e n t a l

In for ma nt s

faculty

"de n o v o , "

but

cri te ri a and evaluati on.

p os si bl e

in te rp re ta ti on of

the

a re c o m m e n d a t i o n by a d e p a r t m e n t

be d e n i e d by the a d m i n i s t r a t i o n

the d e p a r t m e n t

long as

the

has

fo llowed the

so

a p p r ov ed c r it er ia

and p r o c e d u r e s .
Seen

in

this

that

re qu i r e m e n t

the

i nv es ti g a t i o n m a y
administration
decisions.
have

the

this

fa cu lt y

may

This

rega in

of

personnel
may

of c a n d i d a t e s

C a n d i d a t e s who are

by the d e p a r t m e n t and who do

criteria

little

w h i c h the

over

the number

the

scholarly

evaluation criterion

p r o m o t i o n an d t e n u r e .

with

in

a change t h ro ug h

reducing

the e v a l u a t i o n

a dm in i s t r a t i o n ,

enga ge

au t ho r ity

for p r o m o t i o n etc.,

re c o m m e n d e d

a r b i t r a t i o n award,

all

more s t r i n g e n t

consequence

meet

of

be v i e w e d as

for r e a p p o i n t m e n t ,

not

light

ma y

be

1 ikelihood of

d e ni ed by
re ve rs al

the

through

arb itr at io n.
T he re

are,

of

course,

cau s e s and c o n s e q u e n c e s
en ga ge

of

other

the ne w r e qu ire men t that

in s c h o l a r l y inv estigation,

in s t i t u t i o n to
competitive

improve

job m a r k e t

for

of

the

new

of

the

facult y

such as the des ir e of the

its s t a n d i n g

p r o v is i on m a y have a r i s e n
im p l i c a t io n s

i n ter pr eta ti ons

and the

increasingly

college professors.

from a m i xt ur e of
la ng uag e

will

a p p l i c a t i o n and p e rh ap s th rou gh a r b i t r a t i o n .

The

intentions.
be

decided

new
The
in

367
Wh at ev e r c o n s e q u e n c e s
the

re la ti v e

authority

departmental

faculty,

alternatives

available

the cha ng e
of

the

the

individual

the

fa cu lt y member

r eq u i r e m e n t

for

pr of es si on al de ve l o p m e n t

discipline

or

fa cu lt y mem be r mus t

criterion

for

could

by c r e a t i n g

and

does c l e a r l y

Previously

the

If any,

administration

cha ng e

to the

m a y have,

redu ce

to meet

by k e ep in g

knowledge.

crea te n ew kn ow le dg e to meet

This

evaluation.

cha ng e

p ro f e s s i o n a l a c t i v i t i e s

ex pe c t e d of the

is a major

individual

r e d uc ti on of

the
the

faculty m e m b e r .

c h oo s e

new

for

the
up in

N ow

the

the third

alte rs

the

f ac u l t y mem be r and

f a cul ty me mb er s right to

d e t e r m i n e their pr of e s s i o n a l s t y l e s .
The

new

pr ov is i o n s

incr eas ed paperwork,
is

c u r r e n t l y under

reduce

the

amount

for

evaluation

have

a c c o r d i n g to i n f o r m a n t s .
study
of

in an

time

at te m p t

con su me d

to

in

greatly

The pr o b l e m
find

ways to

evaluation

and

re co m m e n d a t i o n .

Appointment._Reapoo1ntment, Tenure
and Promotion
Three minor
basic

pe rs onn el

ch ang es have
decisi ons ,

fa cu l t y a u t h o r i t y or
First,

the

over the use
lecturers,
Pr evi ously,

been made

all

of

a d m i n i s t r a t i o n has

are not

me mbe rs

two years"

gai ne d
track

of

le ct ure rs could be giv en

"not to exc ee d

which

pr oc e d u r e s
eit he r

for

reduce

increase a d m i n i s t r a t i v e authority.

of a type of no n-t enu re
who

in

(1974-76,

some aut ho r ity
fa cu lt y members,

the b a r g a i n i n g

unit.

full-time ap p o i n t m e n t s
p.

37).

Curren tly ,

the

368
two

year

r ep lac e

l i m it at i on does not a p p l y

f ac u l t y

cases the

m e m b e r s on

leaves or

le cturers who

on grants,

lect ure rs a p p o i n t m e n t s m a y be "without

(1982-84,

p.

37).

administration
deciding

to use of

In

has

"sole

if and h o w

four years aft er

exclusive

and

limitation"

retirement,

the

d i sc r e t i o n "

in

to replac e the r e tir ed member

the

r e t i re me nt

The re pl a c e m e n t m a y be
informants e x p l a i n

of e a r l y

the case

in wh ic h

(1982-84,

pp.

made wi t h l e c t u r e r s .

that a l l o w i n g the use

for up to

67,

70,

74).

Administrative

of less expe ns iv e

le cturers permits the administration to recapture m o n e y lost
th rou gh e a r l y
minor gai n

be

becoming e l i g i b le
(1982-84,

wai ve d

pe r m i t t e d

waiv er

c a s e s ” (1974-75,
was

of

This c h a n g e

now the

Third,

recommendation

d e c i s io n s

fa cu lt y

for p r o m o t i o n

is a

mi no r re du ct io n

that

of

the

c o m m i t t e e , as

in w h ic h

provided

co mm it t e e s who
be g i n n i n g to

and el ig ib le

for

in the auth or ity

in

the

must make

a se parate

departmental

in all e m p l o y m e n t decisi on s,
or those

cont ra cts

faculty.

d e p a r t m e n t head

from

m a y no

extraordinary

were

as e x t r a o r d i n a r y

al lo w e d the d e p a r t m e n t a l

c o m m it te e

is a

report that this clause

the d e p a r t m e n t

define cases

Earli er

rank "in

Inform an ts

recommendations

routinely
waiver.

This

for p r o m o t i o n

p. 36) .

years in

the

p. 42).

dropped because

pr ep a r e d

paid o u t .

years in rank which a f a cul ty mem be r must serve

E a s t e r n before

longer

in centives

in a d m i n i s t r a t i v e authority.

Second,
at

retirement

not

just

in prom ot ion

head d i s a g r e e s

e a r l i e r co n tr ac ts

facul ty

with the

(1982-84,

pp.

369
41-42,

1974-76,

bargaining
(1982-84,

p.

unit and

2).

p.

advantage

g ri ev an ce

the re for e are

in

the

procedure.

filed

Requiring

are not

in

is a minor

it

Gr ie va nc es are

not filed

by a b a r g a i n i n g
to

an

the

reduction

bo t h p a rt ie s saw

cha ng e because

res pon se

in

f o r m a l ly a d m i n i s t r a t o r s

of the f a c u l t y committee,

b a r g a i n i n g un i t m e m b e r
are

D e p a r t m e n t heads

Alt h o u g h this cha n g e

in the a u t h o r i t y
an

43).

streamlines

the

against a

unit m e m b e r .

a d mi ni s t r a t i v e

They

action.

the administrative action of the d e p a r t m e n t head's

recommendation at the department level permits a n y g r i e v a n c e
to be

h a nd le d at this level

rather than at

the c o l l e g e

or

University level.

Three

min or

c h an ge s

authority

increase

the

deciding

who b ec om es

what

conditions

in

p ro vi si on s

of

the

a member

new

m e mb er s

for

departmental

are to

involve the tr an sf er

be

All

other E.M.U.

employees

into a d e p a r t m e n t .

for

changes

were

re t r e n c h m e n t was

f a cu lt y

added

as

considered

to

their

of f a c u l t y me mb e r s

which

qu e s t i o n s

or

Among the reaso ns

member

is the a d d i t i o n of

aro se

wh e n

requesting

the p r o v i s i o n that

transfer

to

d e p a r t m e n t will be c o n s i d e r e d b y that d e p a r t m e n t
ma n n e r

in

under discussion.

The first change
a

faculty

of their de p a r t m e n t and under

department.

these

t r a n s f e r s all

outsi de a p p l i c a n t s
(1982-84,

pp.

17,

for
34).

the

a

different
in the same

po si t i o n would
Ex ce p t e d

from

be
this

370
p r o v i s i o n are m e m b e rs on layoff,
refusal

for

p os iti on s

for

who have the r ig ht of first
which

they

are

qualified.

In for man ts report that this p r o b l e m has not arisen,
the

language was

department
The

a dde d to u n d e r s c o r e

but that

the a u t h o r i t y of

the

in d e c i s i o ns ab out new m e m b e r s .
sec on d

a dde d

p r o v i s i o n r e q u i r es

which

involve a p p o i n t m e n t s w i t h t e n u r e

must

have the

" . . .specific

the fa c u l t y in

the

9new"

at ea ch

r e vi ew

level"

that the

inten tio n here

approval

is

as

tran sf er s

in the new d e p a r t m e n t

a m a j o r i t y of

of both

d e p a r t m e n t and

(1 9 8 2 - 8 4 ,

that

of

E.M.U.

I nfo rma nts

report

app ro va l

p. 34).

in the ch a ng e above,

to give

the d e p a r t m e n t aut ho r ity over who be c o m es a m e m b e r .

The third

chan ge a d d r es se s qu e s t i o n s wh ic h

E.M.U.

administrators

transfer

e m p l oy ee s wit h

fa cu l t y rank who are not c u r r e n t l y me mb er s

the

ba rg ai n i n g

b a r g a i n i n g unit

unit

r eq u i r e m e n t s
were

and

bargaining u n i t .

who are

transferring

w i th in a d e p a r t m e n t mus t

p r o b a t i o n a r y period
the d e p a r t m e n t a l

into the

arise when

before c o n s i d e r a t i o n

fa cul ty and

(1 9 8 2 - 8 4 ,

of

for

tenu re unless

This ap pl ie s

the b a r g a i n i n g

those who have never been me m b e rs

the

serve the regula r

E.M.U. agr ee to w ai ve the

p. 3 4 ) .

fo r m e r l y me mb e r s

into

of

(1 9 8 2 - 8 4 ,

time

to pe rs on s who

unit as
p.

well as

34) .

Discharge and Discipline
A
made

in

ori ginal

minor r e d u ct io n of a d m i n i s t r a t i v e a u t h o r i t y has been
cases

of t e r mi na ti on

co n t r a c t req uir ed

for

"clear

me dic al

reasons.

and c o n v i n c i n g

The

medica l

371
e v i de n c e "
48).

bef ore s u c h

The

re qui re

t e r m i n a t i o n was al l o w e d

c ur r e n t c o n t r a c t has e x p a n d e d
"clear and

Faculty

Me m b e r

responsibility"

convincing
cannot

(1982-84,

words

c o n n e c t i n g the

might

have

been

his/her

45).

that

this

the

pr o f e s s i o n a l

A l t h o u g h the

m e dic al ev id e n ce

understood,

p.

the r e s t r i c t i o n to

m e d i c a l ev id e n ce

perform
p.

(1974-76,

additional

to job

p e r fo rm an ce

relationship

was

not

s p e c if ie d and so not n e c e s s a r i l y e n f o r c e a b l e .

L a y o f f and Recall
Six ch an g e s have been made
significance

is the e x p a n s i o n

the a d m i n i s t r a t i o n m a y
p r o v is io n

for

The mos t
conditions

Al so

in

major

pr o g r a m

which

layoff

me mb er s due

to "cu rta il me nt or

department

or
p.

"owing

13).

Rec al l

t hro ug h four min or c h a n g e s .

may

is

b r o a d e n i n g of the

occur.

The

ori ginal

c o nt ra ct pr o v i d e s that the a d m i n i s t r a t i o n m a y layoff

(1974-76,

which

is the added

in layoff d e c i s i o n s .

s i g n i f i c a n t ch an g e here

under

under

imp ortant

recommendation

ch an ge s w h i c h m ig ht be e n t a il ed

Of g r e a t e s t

of the c o n d i t i o n s

layoff.

fa cul ty

rights were e n h a n c e d

in these a r e a s .

to

e l i m i na ti on "

a bona

fide

fa cu lt y

of a p r o g r a m or

financial

The c u r r e n t c on tr ac t allow s

e x i ge nc y"

layoff

under

the ab ove c o n d i t i o n s and also
...ow in g to
a reduction, re al location,
or e l i m i n a t i o n
of fina nci al re so ur ce s w i t h i n
a dep artment, c o l l e g e or
the Un iv ers ity , owing
to pr o g r am ic c h a n g e s ...owi ng
to
an
enrollment
de c l i n e
or
a
reasonably
anticipated
e n r o l l m e n t de cl i n e (1982-84, p. 12).

372
These a d d i t i o n s have g r e a t l y

Incr ea se d

w hic h the

a d m i n i s t r a t i o n m a y layoff

is a major

increase

the c o n d i t i o n s

faculty

in a d d i t i o n

with a d a p t a t i o n

att em pt ed

to

This

for this change,

to the g e n e r a l a d m i n i s t r a t i v e co nc er n

to s h i f t i n g e n r o l l m e n t pat ter ns

A

resources.

members.

in a d m i n i s t r a t i v e authority.

Informants r e po rt two s p e c i f i c re aso ns
which are

under

number

of

years

four

' layoff

ago

the

f ac u l t y

me mb er s

was

financial

Administrative informants ex p l a i n that

the

sta ffi ng

inc reased

A d m i ni st ra ti ve

are

los in g

stu de nt s

programs wh ic h

in for man ts

have occ ur re d becaus e
incident,

bona

a d m i n i s t r a t i v e author ity

pro gr am s w hi ch

expansion of

needed

demonstrate

but

it

withou t

not

administration

un su cce ssf ul be ca us e
exigency.

c o ul d

and scarce

to layoff,
will preven t

are ga in i n g

al s o po in te d out that

the ad mi n i s t r a t i o n ,

has been c o m m i t t e d

to k e e p i n g

fide

students.
no layoffs

since

the

above

f a cul ty and a v o i d i ng

layoff throug h use of a t t r i t i o n .
Association
language

i nf or ma nt s po in t

pr ovi des

c o n t r o l l i n g the

size

throug h pro ce du r es
tenure

the

administration
of the

with

f a c u l t y w h ic h

a

As

explained

pro mo ti on s and

the

s e ct io n

f a cu lt y

pr op or ti on s

of

for these d e c i s i o n s .
establishment
fa cu lt y

ranks

above,

on

a r b i t r a t i o n award gi ve s g re at w e i g h t to d e p a r t m e n t a l

not a l l o w

tenure

not pr ovided

recent

does

an d

for

a

re co m m e n d a t io ns

promotion

in

new layoff
met ho d

is

for m a ki n g re ap p o in tm en ts ,

decisions.

reappoint me nt,

out that the

The co n t r a c t el se whe re

of tenure
(1982-84,

ratios nor
pp.

35-36).

fixed
The

373
a d m i n i s t r a t i o n ' s a b i l i t y to

a da pt to

en ro ll m e n t

or

limited.

t hr ou g h

tenu re

The b r o a d e n e d

c h a n g i n g pa tterns

reappointment

denials

of
is

layoff

language pr ov i d e s a di f f e r e n t

cha ng e

in this area

such mo de of a d a pt at ion .
An ot he r

im po rta nt

is the a d d i t i o n

of the r e q u i r e m e n t that the a d m i n i s t r a t i o n
shall seek the r e c o m m e n d a t i o n
of the F a c u l t y re ga rdi ng
the need for, a n d plan for, e f f e c t i n g such cur tailment,
merger,
reorganization
or
elimination
th r o u g h
the
F a c u l t y input p r o c e d u r e s
s p e c i f i e d in A r ti cl e
X I I I ...
(1982-84, pp. 12-13).

for creating these committees are approved by the

P ro ce d u re s
f ac ult y
ar ti cl e

and

the a d m i n i s t r a t i o n .

is the F a c u l t y

of 15

members.

The o ri gi na l c o n t r a c t did

Provision
in

program

The

in the

four other

po si ti on

First,
in

department,
origina l

ch an ge s

wh e n a

a department
now the

department

opportunity

not p r ov id e for

faculty

as

r e s u l t i n g in

for the

layoff.

f a cu lt y in this area

a role before

is a major

faculty's author it y.

impro vem ent s of the recall
member.

officio

serve

ch an g e s

for the a d v i s o r y role

the

ex

who

w h i c h the f a c u l t y has not such

increase

the

r ec om me nd at io ns

fa cu lt y me mb er s el ec t e d by

and two a d m i n i s t r a t o r s

in

in

a numb er of in st ru cti ona l matters.

fa cul ty

involve men t

described

which makes

Co un c i l

to the a d m i n i s t r a t i o n on
This Co u n c i l c o n s i s t s

Also

of laid

made in

rights of the

laid off
other

member

fa c u l t y

are minor

individual

faculty

f ac ul ty mem be r a c cep ts
than the

p.17).

a

member's original

re tai ns reca ll

(1982-84,
off

this area

righ ts

Second,

me mb er s to

in

the

the

the right

of

374
first r ef usa l
been

e x p an de d

lectur er' s
qualified
been

for op en in gs
by

the

for w h i c h t h e y are q u a l i f i e d

additional

a p p o i n t m e n t ends,
facult y mem ber

a dd ed

that

a

pro vi si on

that

position

on l a y o f f .

te nur ed

that
is

The

fourth chan ge

which

the

laid off

fa cu l t y

Earli er

con tr ac ts made no

probationary
c ur ren t
for

a l te rs the

f ac ul ty m e mb er

faculty,

member

(1982-84,

for

p.

four

is

two

years and

p ro te ct io n af f o r d e d by t e n u r e .

a

has been

(1982-84,

el i g i b l e

years

p.

during

for recall.
te nur ed and

for

both.

The

fa cu l t y are eli gi bl e

p r o b a t i o n a r y for

1974-76, p. 15).

17;

open to

length of time

co n t r a c t pro vi de s that te nur ed

recall

a

who

d i s t i n c t i o n be tw ee n

allowing

when

Third, a p r o v i s i o n s has

rec all ed retain s pre vio us s e rv i c e cr e di t ear ne d
17).

has

one year

This cha ng e e nh an ce s the

A m a j o r i t y of the me mbe rs

of

the b a r g a i n i n g unit are t e n u r e d .

Eers.onnel.gl les
A dde d to the pr oc ed u r e s

for ha n d l i n g p e r s o nn el

the p r o v is io n that

a memb er m a y

removed

per so nn el

from

"f ac tu al ly
bear

his

in error"

makes a

error.

The

if

the

47-48).

mat erial

m a te ri al

The

(1982-84,

in individual

is

member must

Dir ect or

of Hu man

Re so urc es

"shall be final and b i n d i n g . . .and

her eb y e x p r e s s l y exc lu de d

improvement

to have

is

in e s t a b l i s h i n g that the mat eri al

Exe cu ti ve

d e c i s i o n wh ic h

p r o v i s i o n s ..."

files

( 1 9 8 2 - 8 4 , pp.

the bur de n of proof

is in

pet it io n

files

is

from the g r i e va nc e and ar bi t r a t i o n
pp.

47-48).

This cha ng e

fa cul ty member s

rights.

is a minor

375
In for ma nts report
co n t r a c t

in

the p r o v i s i o n was ad de d

line wi t h

the F r e e d o m

that t here have been no

of

to keep the

I n fo rm at io n

Act and

incidents r e g a r d i n g this p r o v i s i o n .

Re ti r e m e n t
In div idu al ri gh ts of fa c u l t y me m b e rs have been en ha nce d
to

a

mi nor

options.

ext en t by

the

addition

of e a r l y

retirem ent

Th ese were all o f fer ed on a one time o n l y basis

e n c ou ra ge decisive a c t i o n on the part of the m e m b e r s .

these will

a c c o r d i n g to

p r o b a b l y be

informants.

o f fe re d

One

in

the next

co ntract

o p ti on all ow s the

member

to

after

26

teach h a l f - t im e wi th 60% pay for up to three years
yea rs

of

a l lo ws

se rv i c e

(1982-84,

pp.

m em b e r s with 20 years of

re cei ve half p a y for two years
option,
mem be r

a v a i l a b l e as

five years

p ro vi si o n s

or

discretion

(1982-84,

70,

must be wi th
is a mi nor

p.

A final

63-70).

to layoff

(1982-84,

74).

unit
for

of another

pp.

not

70-74).
is the added

fill

a

people,
period

of

A ny r e p la ce me nt after

b ar ga in in g unit

Increase

to retire and then

the retired

use as r e p l a c e m e n t s b a r g a i n i n g unit

administration's
67,

option

one y e a r 's s a l a r y paid over

fill or

non-bargaining

pp.

Anoth er

for e a r l y r et ir em en t

aut ho r ity to

me m b e r ' s p o s i t i o n or to
people

se r v i c e

an a l t e r n a t i v e

a peri od not to exc ee d

administrative

67-70).

(1982-84,

is e a r l y r et ir e m e n t with

W i t h the

About

to take one or another of these options,

24 me m b e r s decided
and

to

fa cu l t y m e m b e r s .

in a d m i n i s t r a t i v e authority.

at

the

four years
four years
This change
Informants

376
repo rt that

this a d d e d a u t h o r i t y

to b a la nc e the £ inancial
out

for

loss

early retirement.

administration

permi ts

the a d m i n i s t r a t i o n

c a u s e d by the

incentives paid

The a u t h o r i t y al s o

to reduce the size of

b a r g a i n i n g unit without e n a c t i n g

the

permits the

f a c u l t y or of the

layoffs.

D e p a r t m e n t Heads
D e p a r t m e n t heads,

w ho are not m e m b e r s of the b a rg a i n i n g

unit, are s u b j e c t to both a d m i n i s t r a t i v e and
The

authority

d e p a r t m e n t head

of

facult y

has

been increased s o m e w h a t .

c o n t r a c t p r o v i d e d that the
g i v e n the o p p o r t u n i t y to

current

every

occur

evaluation

members

tenured
evaluate

s u c h ef fe c t as the Dean
The

f a c u l t y review.

by m e m b e r s

d e p a r t m e n t h e a d ’s

of

The or iginal

p.

(1974-76,

this

to

p.

44).

e v a l u a t i o n will

44).

the d e p a r t m e n t

responsibility

their

the d e p a r t m e n t head "with

that

years (1982-84,

ev al u a t e

faculty me mb er s would be

shall d e t e r m i n e "

c o n t r a c t pr ovides
two

to

the

The

fr equent

u n d er sc or es

the

me mb er s

the

of

department.
In fo r m a n t s re po r t
tenured

members

of

the

sometimes e f f e c t i v e .
heads were

re mo ve d

department.
evaluation

But
was

that a l t h o u g h the ev al u a t i o n
department

On a coupl e

is

of occasions,

following ne ga ti ve
in

ignored,

another

advisory,

case

ne ga ti ve

and the d e p a r t m e n t

first and

foremost,

is

by

the

faculty

head r e t a i n e d .

Inf or ma n ts r ep o r t that a l t h o u g h d e p a r t m e n t heads are
members

it

department

e v al u a t i o n s
a

by the

f a cu lt y

their du ti e s and a c c o u n t a b i l i t y

377
do give

them an a d m i n i s t r a t i v e

e x pe ct ed to teach
al s o

pe rf or m

at

role.

least one cour se

administrative

recommendation

head.

of d e p a r t m e n t

me mb er s

is

u s u a l l y not r ej e c t e d
from w i th i n

that

recommendations

d e p a r t m e n t h e a d 's
substantially
committee.

Earlier,

promotion

vacant,

for

that

of

does not
the

by the h e a d s .
hoped

the

pr ob le ms

deans

a c ti on has be en t a k en

first cho ic e
O f t e n the

actions,
usually

departmental

the

differ
f a cu lt y
was

chairs and hiring

to p e r f o r m part of the work done

c h an g e

i nc rea si ng efficiency,
would

of lack of e x p e r i e n c e

toward a d m i n i s t r a t I o n

faculty

some a d m i n i s t r a t i v e c o n s i d e r a t i o n

In a d d i t i o n to

possible

etc.

In formants report

personnel

gi ven to ch a n g i n g the d e p a r t m e n t heads to
a d d i t i o n a l as s i s t a n t

the

and

the sea rc h for a new

the d e p a r t m e n t .

recommendation

from

for

b y the a d m i n i s t r a t i o n .

head co mes
in

evaluation

that the department's

repo rt

Th ey

in

is

d e p a r t m e n t u s u a l l y c on du ct s

Informa nts

per s e m e s t e r .

du ti e s

Wh en the pos it io n of d e p a r t m e n t head
w i th in the

D e p a r t m e n t heads ar e

or

a d dr es s

the

it was

perce ived

in suf fic ien t ori ent at io ns

on the part of d e p a r t m e n t
in this d i r e c t i o n as yet,

heads.

No

and none may

be.

W or k i n g C o n d i t i o n s
In this area s i x t e e n
or authority,

all

of these ch an ge s

ch an g e s have been made

in

rights

of w h i c h are of minor s i g n i f i c a n c e .
were made

in p r o v i s i o n s

for

va rio us

Most
types

378
o £ leaves.

The most

is im pr ove men t

Professional
Two

prev ale nt type of chang e

in indivi dua l r i g h t s .

Responsibilities

ch an g e s were

made

r e du ci ng r e s p o n s i b i l i t i e s
list of du ti e s w h i c h
increased.
in

convocation

of

sub mit

and

facul ty

increas ing and
members.

registration,
commencement

an d

one

First,

f a cul ty me mb er s must pe rf o r m

act iv it ie s,

the

has been

advising,

pa rt ic i p a t i o n

co mm itt ee

act ivities,

keepi ng

posted

of

a c c o r d i n g to

a s si gn ed classes,

re qu es te d

off ice

and

18 ).

All

usually

informants.

led to the a d d i t i o n of
is a minor r e d u c t i o n
me mb er s to d i r e c t

of these
perfo rme d

these d u t i e s

Again,
pr ese nce

the
on

and

such

as

(1974-76, p.
are r o u t i n e l y

fa cul ty

lapses

members,

in pe rf o r m a n c e

to the c o n t r a c t .

in the rights of the

individual

This

fa c u l t y

their own pr of es s io na l a c t i v i t i e s .

on cam pu s

c a mp us

fa c u l ty from a n y re qu i r e m e n t

during hoiiday

ro ut in e pra ct ic e

d e p a r t m e n t t h e y were
ad de d to

tasks
by

In fre que nt

The sec on d cha ng e rel eas es
the y be

ab se n c e s

in

assign

inf ormation

lists and report all

1982-84, p.

ex p e c t e d

meet

provide

grades,

c o r r e c t e d c las s

that

one

fa cu lt y m e m b e r s must now also a c t i v e l y p a r ti ci pa te

scholarly

16;

here,

In a d d i t i o n to teaching,

ori entation,

hours;

in this area

was

du rl n g breaks,

to

or

not requir e
but

required to be s o .

pr e v en t rec ur re nc e of this

scho ol b r e a k s .

in

at

fa cul ty
least one

This p r o v i s i o n was

d e p a r tu re

from c u s t o m .

379
This

is

a m ino r

increase

in the

rights of the

individual

fa cu lt y members.

A c ad em ic F r e e d o m
Added
parties

of

tea ch in g
increase

in the se co n d c o n t r a c t
the

pr inciple

and r es e a r c h

of

is the a f f i r m a t i o n b y both
ac a d e m i c

(1982-84,

in individual r i g h t s .

in the c o n t ra c t p er mi ts

p.

speedy

1).

This

in

is

both

a minor

Inclusion of this pr o v i si on

re co u r se to the g r i e v an ce pr oc ed ur e

in the case of a l l e g e d violation,
more

fr ee do m

and less

ex p e n s i v e

a proc ed ur e w h ic h
than

is often

seeking redress

in

court.

Leaves of Ab s e n c e and S ab b at ica ls
The

ability

of

investment e n t a i le d
been

enhanced

authority.

by

First,

the
in

g r a n t i n g of

the

a d m i n i s t r a t i o n m a y now

Ea st e r n

for

leave

Eastern

for the

throug h

the a dd ed

sa bba tic al

minor

the re qu i r e m e n t

sa bb a t i c a l

to

two

en for ce

two

administration

increases

that a member

more se m es te rs
or

ret ur n

s a b ba ti ca l
provision

the

leaves

has

in a d m i n i s t r a t i v e
more e a s i l y

ret ur n to

imm ed ia te ly

compensation
leave.

pr ote ct

This

that E as te rn

rece ived
is

31).

used.

Informants

report that

for

fo ll ow in g

a

from

accomplished

m a y take

a c ti on for d am a g e s or use other a v a i l a b l e r e m e d i es
p.

work

this p r o v i s i o n

civi1

(1982-84,
has been

380
Second,
s ab ba t i ca l
Two

the re qu i r e m e n t

leave

file a

new p r o vi s i o n s

withheld

state

that the
is

leave must

for such

w i t h h o l d i n g prior

that this

p r o v i s io n was

to file r e p o r t s .

a member r e t ur ni ng

repor t has been

until the re po rt

on s a b b a t i c a l

that

from a

made e n f o r c e a b l e .

member *s

pay will

be

filed.

F a c u l t y me mbe rs go ing

fill out a

payroll a u t h o r i z a t i o n

to leaving.

Informants report

a d d e d b ec aus e a few

me mbe rs

failed

This p r o v i s i o n has not been u s e d .

aicfc-Lfiaya
Al t e r i n g sick
in

the

leave

negotiation

p r o v i s i o n s was an
of

the

third

important

issue

contract.

The

a d m i n i s t r a t i o n w a n t e d to save the m o n e y it had to p a y out to
re ti r i n g me m b er s
days,

w h i c h m ig ht

pr ov id ed

for half

of their a c c u m u l a t e d

allowed

me m b e rs

to

gain ed under the or ig i n a l system.
w hi ch c u r r e n t

accumulated
compensated

sick
for

earlier c o n t r a c t s
new contract,
to

leave

(1974-76,

in negotiations

The c o m p r o m i s e re a c h e d

added under

leave

be the m a x i m u m of 200 a c c um ul at ed days as

in the e a r l i e r c o n t r a c t s

pro ce du re but

sick

keep

unu se d days

introduced a new
ben efits

m a y use

61-74).

s i x - n o n - c u m u l a t i v e sick

each f a c u l t y mem be r per year

g r an te d th ir t e e n days per y e a r .

was

retain p r e v i o u s l y

these,

upon retirement,

(1982-84, pp.

already

A gr a nd fa th er clause

fa c u l t y membe rs
days,

p. 29).

and
as

will be
under

the

E f f ec ti ve wi t h the

leave days are grant ed

in place of the pr ev i o u s l y

381
Under

the

sick days

old system#

could a c c u m u l a t e

the years to a m a x i m u m a l l o w e d of 200 days

31) .

pp.

30-

The new s y s t e m does not a l l o w the a c c u m u l a t i o n of sick

days.
need

Instead,

a sick

leave bank

more than their six sick

year and who do
the

(1978-81,

over

e a r 1 ier

This bank

con tr ac t can

con si st s of a

bank runs o u t .

the sick

of 300

total

use of the

sick

accumulated

leave

I n c r e a s i ng l y d r a w
depleted.

An

the

issue not

the sick

the

leave

are

days

upon the bank,

cons ider

e ar li er c o n t r a c t s .

sick leave b a n k .
used,

the

members

will

if and wh e n the bank

shall meet

possibility

r e p l e n i s h i n g the bank” (1982-84,

As m e m b e r s '

which m a y some year become

"EMU and the A s s o c i a t i o n
to

under

days gr an t e d b y

The co nt r a c t pr ov i d es that

Conference

for the

leave b a n k .

(1982-84, pp. 21-22) .

ac cu m u l a t e d under

This reduces the

out,

d r a w upon

who

C u r r e n t l y m a n y m e mbe rs s t i 11 r e ta i n and use

leave days

runs

leave days a l l o c a t e d

is what will be done if and when

yet se ttl ed

Persons

not have s u f f ic ie nt days a c c u m u l a t e d

a d m i n i s t r a t i o n each year

sick

was a d d e d .

p.

and

in a Special
method

of

22).

As it stands, some faculty members with over five years
of service
available
choose

have experienced a
to them

and

consequently have

to stay home with pay

illness.

For

reduction in the

less freedom

to

when experiencing a long term

all members there is

whether or not any will have

sick leave

some uncertainty as

more than six sick leave

to
days

if and when the sick leave bank is drained.

This is a minor

reduction in

faculty members

the rights

of the individual

382
because

this chan ge

impinges upon

fa cu lt y me mbe rs de ci si on s

about how to ha n d l e their p r of e s s i o n a l r e s p o n s i b i l i t i e s when
ill.
In for ma nts re po rt that d e p l e t i o n of the sick
is not

e x p e c t e d to occur

also repo rt that

come to work w h e n

leave

way.

the

p.

not d r a w

sick leave with the sick
fa cul ty rights

a

member

fa cu lt y

upon the

must use w h a t e v e r , if any,

gr ant ed

six

days are
was

to

another,

add ed

share

as would

famil y me m b e r ' s

be the

the

definition
e xp an de d
23).
sick
the

of

by the

ind ivi du al ly
that the

sho ul d

not be

re sp o n s i b i l i t i e s
in

use of

of

the bank

one
for a

illness.

Two minor ch an ge s
increased

for this

repor t

col le ag ue s

famil y
cas e

of the

Inform ant s

becaus e

the

use

for a sick

leave bank

sick

but

ex pe ct ed

co uld

in

Under the cu rr en t contract,

31).

purpose,

re st ri ct io n

tend to

individual

left.

for

fall b e h i n d .

leave days to st a y home and care

(1974-76,

memb er m a y

Informants

leave days

than let class es

Previou sly,

fami ly member

future.

F a c u l t y here as el se wh er e

ill rather

re duc ed

a c c um ul at ed sick

a

issue.

the a c c u m u l a t i o n of

bank has

a no the r

near

f ac u l t y me m b e r s use of sick

illness was not an

Re p l a c i n g

in the

leave bank

r ights

in the a l lo we d
of

"immediate
inclusion

N ow a fam il y member

fa cul ty

use of sick
members.

me mb er s of

of gr an dp ar en ts
m a y take sick

g r a n d p a r e n t s and a lso b e r ea ve me nt
d ea th of a g r an dp ar en t

the

(1982-84,

First,

family”
(1982-84,
leave

leave
pp.

leave have

24,

the

has been
pp.

22-

to care

for

in the case of
31).

Second,

383

it is no longer required that
for a sick

family member make

advance to

the department head

a member staying home to care
a request for such
(1974, p. 31;

leave in

1982-84, pp.

22-23).

Personal Davs
Requirements
changed.

All c o n t r a c t s

two da y s per
con tract,
was

year

it was

required

contracts

for

approval
provi de

for pe rs on al

50;

for

p r ov id e

1978-81,

pe rsonal

these
that all

p.

39) .

business

appr ov al ,

all

where

Agreement
individual

have

been

the

business.

ext e n t by g u a r a n t e e

ori ginal

or not prior

ap proval

32) .

p.

S ub se qu en t

for sick

leaves are

and a p p r o v a l of E.M.U.

(1976-78,

The c u r r e n t co nt r a c t pr ov i d e s
among

others,

which a p p r o v a l
terms

and

that

" . . .require

shall be
conditions

(1982-84, p.

have been

have

In the

leaves exc ep t

satisfied"

m e m b e r s rig ht s

leave

faculty me m b e r s m a y use

(1974-76,

leaves,

administrative
in stances

that

personal

not stat ed wheth er

s ub je ct to the c o n v e n i e n c e
p.

of

given
of

26) .

increased to

in

this
The

a minor

of a p p r o v a l .

U np a id fcftay e ,

Two minor changes have been made in
unpaid leaves
of

"for

of absence, both of which increase the number

alternatives

Leave

available to

to serve in
a period

the provisions for

not

individual

an elected political
to exceed

12 months"

faculty members.
office was a 1lowed
in

the original

384
con tr ac t
the

(1974-76,

possibility

p.
that

ex te ns i o n of this
26).
the

35).
a

unpaid

fami ly wit h a long

34).

The

f ac ul ty

mem be r

term illness,

leave to care

for a minor c hi ld

cu rre nt con tr ac t pe rmi ts such

siblings,

or p a r e n t s - i n - l a w or

Re tu rn

parent s

(1982-84,

p.

a mem be r

of

leave

which

co n t r a c t

(1974-76,

p.

for care

of

includes spouses,

grandparents

(1982-

£mffl_Leava

who

failed to

be

c on si de re d

to have

Ex ce p t i o n s

might

pr ev ent ed

Acts of God,
co ntrol"

from a leave of a b s e n c e

v o l u n t a r i l y re si gn ed "
be gr an te d

"shall

(1974-76,

by E.M.U.

1 imited si tu a t i o n s

Under

(1982-84,

where

p.
the

the F a c u l t y

from re tu rn in g by c i r c u m s t a n c e s

e m e r g e n c y hos pit ali zat ion ,

has gai ne d

a mem be r

ex ce pt io ns are pe rm itt ed as abo ve and als o

"...in those ve ri f i a b l e
Member was

of the ori ginal contract,

return on time

c ur ren t contract,

membe r

family,

an

23) .

Under the pr ov i s i o n s

37).

for

re qu es t

the or ig in al

immediate

p.

may

leave to care

a n y memb er of the

84,

c o n t r a c t has ad de d

leave for the te r m of off ic e

In the case of

r es tr ic t e d this

The c u r r e n t

pp.

27-28).

the right

extraordinary circumstances.

The

e t c .) bey on d

his/her

indivi dua l

fa cu l t y

to exe rci se
This

(e.g.,

jud gment

is a minor c h a n g e .

in the

385
O ut sid e Work
Exa mp le s
types

were gi ve n

of ou tsi de

perform.

work

in the

ori gin al c o n t r a c t

fa cu lt y me mbe rs

of the

were pe rm itt ed

to

The or igi na l co nt ra ct pro vi de d that

s u p p l e m e nt a l
e mp lo y m e n t for te aching faculty, includes
counseling,
advising,
research,
honorariums,
d e m o n s t r a ti ng , teaching, and other such s e r v i c e s ... Such
s u p p l e m e n ta l e m p lo y me nt
m ay be p e r m i t t e d ...
(1974-76,
p . 16 ) .
Like the origin al
administrative
types
new

contract,

permission

the

cu r r e nt c on tr ac t

for outsi de

of work has be e n d r opp ed
provisions,

r e s t r i c t e d to

the

nature of

the work

perm it te d

been

Interfere with

With the
is

freedom of

outsi de e m p l o y m e n t .

that ex t e n s i v e

not

issue.

not

in

choice

Inform an ts
The

primary

outsi de em pl oy me nt

on - c a m pu s per formance,

in n o n - p r o f e s s i o n a l

18).

list of

This r e d u c ti on

g r ea te r

that type of work was not a major

co n c e r n has

enga ge

p.

permi ts s o m e w h a t

for f a c u l t y me m b e r s s ee k i n g

but the

(1982-84,

professional a c t i v i t i e s .

re s t r i c t i v e n e s s

report

work,

req uir es

might

that fa cul ty may

outside w o r k .

Salary Determination
An a dd ed
administration
any

further

in the c u r r e n t

'"the right to

Faculty Member”

contract,

raise

provision

beyond

further

pr ov i d e d that
ca nn o t

be

administration's

such a

increase the s a l a r y of

the a m ou nt s

w hi ch are m i n i m u m terms

co ntract all ow s the

spec if ie d

(1982-84,

raise or

48) .

p.

absen ce

gr i e v e d .

This

provis ion

authority

signific an tl y.

in

of

It is
such a

ex pan ds
No w

the

the
the

386
a d m i n i s t r a t i o n m a y increase s a l a r i e s of

se le cte d me mb er s of

the f a c u l t y at a d m i n i s t r a t i v e d i s c r e t i o n .
I nfo rma nt s

rep or t that

the p r i m a r y need w hic h
some

q u e s t i o n as to

making market

a d j u s t m e n t s was

rise to this c l a u s e .

gave

w h et he r or not

e x p l i c i t l y e x c l u d ed

is

the a d m i n i s t r a t i o n had

this a u t h o r i t y bef ore the c l au s e was a d d e d .
be li ev e the a c t i o n was

There

Some

a l l o w a b l e before because

informants
it

was not

in the or ig i n a l c o n t r a c t .

Miscellaneous Working Conditions
The

Association

ga i n e d

m e m b e r s h i p of the A s s o c i a t i o n
on

the

U n i v e r s i t y ’s Hea lt h

C o m m it te e

ad vis es the

conditions

(1982-84,

The

influence

an d

Safety

pp. 74-75).

faculty's

through

P r e si de nt and anoth er

member

Committee.

a d m i n i s t r a t i o n about

report of unsa fe co nd it i on s
Plant.

some

This

unsafe wo rk in g

The C o m mi tt ee m a y send

to the

a

Directo r of the Phy sic al

a d v i s o r y role

has

been

expanded

th r o u g h this minor c o n t r a c t c h a n g e .
In fo rm ant s repo rt that
fa c u l t y

m e m be rs

committees.
provision
in which

are

In formants

this

usually
report

is the h e a l t h risk
faculty w o r k .

is a new co m m i tt ee and that
al lo we d

to

serve

that a major c o n c e r n
of as be st os used

on

such

in this

in bu i l d i n g s

387
Ed uc at io n Pol icies

the

Two c ha ng es have been

made

fa cu lty in

a bo ut e d uc ati ona l

programs.
and the

decisions

The

first

sec on d

c om mi tt ee

is the

and

the Vice

in

This co m m i tt ee

p.

31).

the F a c u l t y Senate
r es e r v a t i on s

about u n i o n i z a t i o n

outsid e

ex erc ise

co ll egi al a d v i s o r y

co m m i t t e e was

which

gives

instruct ion al matters,

is a

one

and

who w i sh ed
ba rg a i n i n g

functions.

p.

and

c o ll eg e

One

of

Act iv e

in

of faculty m e mb er s

the third

(1978-81,

degrees

than

41).

fa cul ty
major

who had

to use
pr oce ss

because the Sena te
contract,

The

to

an

lacked

advisory

r e pl ac ed by the
creation

advisory
increase

a

Inf or ma nt s report

cr e a t e d which was e v e n t u a l l y

Counci l

structure,

the

grading,

of o r g a n i z a t i o n .

that the a t t e m p t was not ef f e c ti ve
In

on

replac es some st ru ct u r e s

of the c o ll e c t i v e

authority.

Ac a d e m i c A f fa ir s

a Faculty Senate.

were a number

str uc tu r e

the

more

period

d u r i n g the earli er

advises

for

involve

earli er s t r u c t ur es was

of the

pl an n i n g

admissions,

re qu ir em en ts

(1982-84,

Faculty

long range

for

including

which

formal

p r a c t ic es and

a recent contract,

curriculum c ha ng es

these

the

President

matters,

e d u c a t i o n al

cr ea t e d

of

c r e a t i on of a F a c u l t y Council,

removal of

Counci 1,

ins tructional
general

inv ol ve me nt

from the c o n t r a c t .

A Faculty
P r ov os t

is the

in col le gia l

of this

aut ho r ity

in

in the a u t h o r i t y

faculty.

The ori ginal c o nt ra ct pro vid ed that the P r e s i d e n t would
ap po in t

a

co mm it te e

to "consider

long

range

university

388
pla nn in g an d other a re as
49).

he d ee ms a p p r o p r i a t e "

This p la n n i n g c o m m i t t e e

contracts.

is not m e n t i o n e d

In for ma nts rep or t that

its m i s s i o n and was d i s b a n d e d .

in s u b s e q u e n t

the co m m i t t e e co m p l et ed

R e c e n t l y a s i mi la r co m m i t t e e

has been c r e a t e d wh ic h has the r e s p o n s i b i l i t y
P r e s id en t

on ins ti tu ti o n

serve

this

on

co nt ra c tu al .
involvement

planning.

committee.
The

in

loss of

(1 9 7 4 -7 6/ p.

The

to adv is e

Two f a c u l t y

new

committee

the co nt r a c t u a l

this co l l eg ia l

m e mb er s

is

extr a-

protection

a d v i s o r y proce ss

is

the

for

a minor

loss of the f a c u l t y 's authority.

Grlevance Procedures
The

Association

now

re p r e s e n t a t i v e p r e s e n t
d ep a r t m e n t
presenc e

head.
of

d i s c r e t i o n of
pr es en ce
(1982-84,
of

the

the

g r i e va nt

f a cu lt y

right

to

contracts

p r o v id ed

representative

(1974-76,

p.

was

10).

A s s o c i a t i o n Grievance O f fi ce r

9).

This

encourages

grievance

the

first step m e e t i n g

Association

collective

chan ge

ser ve s

p.

at the

E a rl ie r

the

of the

has

process,

increase

faculty.

Informants

settlement

at

assures

m e m b e r s are
to prote ct

is a minor

m a tte rs

that

covered

the rights of

in

a

wi t h the
that

the

at

the

Now,

the

is re qu i r ed

in the a u t h o r i t y
repo rt

that

the

stage

of

the

raised

by

the

the c o n t r a c t

and

an e a r l y
matte rs

have

fa c u l t y me m b e r s

who m a y not

be aware of the s a m e .
Another cha ng e
that the

agreements

is the a d d i t i o n of
reached

in g r i e v a n c e

a provision stating
he ar i n g s prior

to

389
arbitration

cannot

i nt er pr e ta ti o ns
the

two

as

a

pr e c e d e n t

In

of the c o n t r a c t wi t h o ut mut ua l

parti es

provision,

serve

the

(1982-84,
pa rt ie s

pp.

in

a

7-8).

ag r e e m e n t

With

gri ev an ce

future

this

of
new

he ar i n g m a y

more

e a s i l y r e a c h a g r e e m e n t k n ow in g that the c o m p r o m i s e made will
have limited ap pl ic a t i o n .
in future g r i e v a n c e s
administrators

of

the p a rti es are not

the d e c i s i o n s reach ed

and pa rt i c u l a r

each pa r t y

c o n s u l t a t i o n with
bu r d e n

by

Also,

p r e c e d e n t lifted,

the

was

interest

so ug h t

in

by

facilitating

chan ge disadvantages
Grlevances

are

its

the

p a rt ie s

The

interests by

by

the

taking

administrative

the

administration.

dir e c t

in

action which

the new

in the

future.

faculty

the

pr ovision,
type

will not p r ev en t r e p e t i t i o n s

with the

gr ievances,

the

apart icular

administration

in

gri ev anc es ,

f a cu lt y

Under

ac t i o n

ac t i o n

share

but

type of a d m i n i s t r a t i v e

of

they

a d m i n i s t r a t i o n does not grieve,

grievance against

instance,

A l t h o u g h this

of

successful

sing le

resol ve

pursuit

possibly g rieve.

agrees

of

With the

may

b e cau se

settlement

fa c u l t y m a y

administrative action

p a rt ie s

f a c u l t y not

Initiated

fa c u l t y I n t e r e s t s .
serv es

both

so l e n g t h y

necessary.

g r i e v a n c e s more e a s i l y and at e a rl ie r s t a g e s .
chan ge

by p ar ti cu la r

f a c u l t y members,
is not

bound

Even

a

of
of this
if

perspective

the
in a

the a d m i n i s t r a t i o n m ay repeat the same

type

the

more

and

future.
possibly

v i o l a t i o n s are

Greate r
miss ing

vigilan ce,
some

lik el y r e su lt s

po tential
of

this new

390
p r o v i s i o n w h i c h we a k e n s to a m i n o r e x t e n t c o l l e c t i v e

fa c u l t y

powe r .

Total of C h a n g e s at E.M.U.
Since

the or ig in al

contract

was

signed

at

E.M.U.,

f o r ty -o ne c h a n g e s

in power and ri gh t s have been made t h ro ug h

negotiations

successive

of

c o nt ra ct s.

ch a n g e s are g i v e n a w e i g h t of two,
eight.

Of

the

fa c u l t y g a i n s .
Eastern
examined

is

Wh e n

the

major

this total becom es

forty-

f o r t y -e ig ht w e i g h t e d changes,

65% have been

With re ga r d to p r o p o r t i o n of f a c u l t y

about average

in this study.

among

the M i c h i g a n

gains,

institutions

CH A N G E S AT FE R RI S

ST AT E CO L L E G E

I n tro du cti on
Fe rr is

State College,

of u n d e r g r a d u a t e

founded

programs.

in 1884,

Its p a r t i c u l a r s t r e n g t h s

undergraduate

p ro gr am s

in business,

re lat ed

(Ba rro ns

1976,

fields

F e rr is

last

two

Education,
do ub l e d

The

de ca de s

1983

the

D e pa r t m e n t

schools,

from 1960 to 1970

tripled.

by an a ve r a g e

than

of

their

d u r i n g w h i c h time

From 1970 to 1983 the other schools

of 5.4%,

Fe r ri s g r e w 19% in e n r o l l m e n t .

fall h e a d co u nt at Fer ri s was 10,767 s t u d e n t s .

of c o l l e c t i v e
ag ent the

bargaining

Michigan

in

1972 and

job s e c u r i t y

major c a u s e

E d u c a t i o n Assoc ia ti on ,

wh ic h

increase,
156-8).

and

for the

with s e c o n d a r y

issues

Co nce rn

inc luding a

facult y in sh a re d governance,

re du c t io ns

in

cl as se s sizes

A m o n g the p r e c i p i t a t i n g

o r g a n i z e was the public
in w h i c h he

is

has been ident if ie d by some as c l e a r l y the

of this move,

gr eat er vo ice

for the

s e l e c t e d as

a f f i l i a t e d wi t h the National E d u c a t i o n A s s o c i a t i o n .
for

Higher

on the average,

The f a c u l t y at Ferris voted to bec om e o r ga ni zed
p ur po se

other

and U n i v e r s i t i e s du r i n g

(Michigan
The other

in e n r o l l m e n t s

t e c h n i c a l , and healt h-

c o n s i d e r a b l y more

1960-1983).

Ferr is a l m o s t
gr e w

g ro wn

include

p. 368).

public four-year c o l l e g e s

Michigan
the

has

offers a v a r i e t y

factors

(Owen

a sa la r y
1979,

for the d e c i s i o n to

comme nt of the P r e s i d e n t of

re fe r r e d to "deadwood" at Ferris,

391

pp.

Ferris

a c o m m e n t not

392
onl y

Insulting,

M ic hi ga n

for education ,

Dur ing

its

ten

Ferr is State

has

out on

n eg ot ia ti on s

of

four

C oll eg e e n c o m p a s s i n g the years

strike

for

shrinking

of

organi za tio n,

n eg ot ia te d

1978-81, and 1981-84 .

went

the p o s s i b i l i t y

in

falling

156).

years

Association

p r of e s s o r s

for their profession,

and

(Owen 1979, p.

enr ol lm en ts

78,

also t h r e a t e n i n g becau se

faced a poor mar ke t

res ources

F ac u l t y

but

Ferr is

c o n t ra ct s

with

1973-75, 1975-

In 1978, the F a c u l t y A s s o c i a t i o n

two days

(NCSCBHEP Dec.

the

due to

st all ed con tra ct

1983, p. 3).

Association.Eights at Ferris
In the
and

c o n tr ac tu a l areas

d e f i n i t i o n of the

b a r g a i n i n g unit

minor chan ge d i r e c t l y b ea rin g
the

seco nd

was

ad ded

or finance

(1975-78 ) and

any

w hic h

options

c a t eg or iz e d as minor
the

already existing

provided

of

(MEA 1974-5,

re st ric ts

throu gh

law.

pu rp or ts

10 ).

to

In

new language
promote

un d e r m i n e

This change

the

makes the

A s s o c i a t i o n so me w h a t more sec ur e by

the p r o t e c t i o n

pro te ct io n

o n l y one

agr ee d not to "aid,

g r o u p ...which

po sition of the F a c u l t y

there was

s u bs e q u e n t co n t r a c t s

(1981-84, p.

to org anize

on rights and a ut hor it y.

in wh ic h the co lle ge

A s s o c i a t i o n . .."

add ing

of ba si c rights

the c o n t r a ct

p. 3).
open

The
to

to ex i s t i n g
a dd it io na l

legal

language,

the ad mi n i st ra ti on ,

is

because of the r a r i t y of the ev ent and
rest ra in t

on

administrative

action

393
A d m i n i s t r a t i o n and
c on fl ic t

which

A . A.U.P.

me mbe rs

gave

unioniz ati on .
organization
wh et he r or

fa c u l t y
rise to

informants
this

change.

number of

o r i g i n a l l y v o c a l l y resisted

At

time

a

later
to

the

have the

local

A.A.U.P.

faculty vote

a g a i n on

not to be o rg ani zed under the Mi ch i g a n E d u c a t i o n

The A . A . U . P . g r o u p were not able to secure the

of 30% of the b a r g a i n i n g

call an ot he r

vote.

Since

that

unit,

time,

rep ort that while

Informants

some

me mb er s

become

now se e k in g

to

is n e c e s s a r y to
A.A.U.P.

members

to the A s s o c i a t i o n .

A . A . U . P . m e mb er s o c c a s i o n a l l y

cri t i c i ze A s s o c i a t i o n actions,
are

as

the

p r e s e n t e d a serious challenge

have not

A

the

on campu s had

attempted

Association.
interest

explained

of the former
more

A.A.U.P.

act iv e

in

the

Association.
Size of m e m b e r s h i p
of the

ba rg a i n i n g

a c c o r d i n g to
a g re ed

that

is not a problem.

unit me m b e rs

informants.

are

In the

the A s s o c i a t i o n c o u l d

A great m a j o r i t y

A s s oc ia ti on

original contract,

Ferris

have a g e n c y shop

if the

fa cu lt y so vo ted by sec re t ba l lo t sc h e d ul ed
sever al mont hs
(1973-75,
agency

p. 5).

shop.

provision

after

that

the

members,

s i g n i n g of the

for M ay of 1974,
original con tr ac t

The b a r g a i n i n g unit members voted to have
Included
all

in

the

bargaining

become

me mbe rs

of

se rvi ce

fee as

a co n d i t i o n of

Several

facult y

sec on d
unit

the A s s o c i a t i o n

m em be rs

have

co nt ra ct

m e mb er s must

and pay

employment
ch al l e n g e d

is

either

dues or

(1975-78,

the

pa y a
p.

this p r o vi si on

5).
in

394
the past;
the

and the A s s o c i a t i o n has taken steps to w a r d

m e mb er s

terminated,

although

unnecessary.

C u r r e n t l y s e ve ra l

their

fee held

s e rv ic e

d e c i s i o n a b o ut

the

final st ep

f a cu lt y

in e s c r o w

having
proved

membe rs are having

while t h e y pursue a legal

the a g e n c y sh o p p r o v i s i o n .

Emp lo ym en t D e c i si on s at Ferris
E mp lo y m e n t de c i s i on s
m em be r' s

involve

status w i t h i n the

re ap poi ntm ent ,

tenure,

dismis sal ,

tr an sf er s

pr oc ed ur es

that are

ch ang es of

i n st itu tio n and

promotion,
and

often

the

include hiring,

retirement,

layoff.

Also

involved

in the

faculty

termination,
included

are

ab ove c h a n g e s :

d i s c i p l i n e and evaluation.

Initial Ap po i n t m e n t

The faculty made a
in this a r e a .
had a role

minor gain in collegial involvement

In all contracts at Ferris, the faculty have

in the selection of

positions.
exercise the

candidates to fill

In hiring, the faculty at
weakest collegial

faculty

the department level

role— that of

having their

advice solicited by administration without voting a major ity
recommendation.
” ...should

be

In

the

first

contract,

solicited...about...the

faculty

appraisal

views
of

new

candidates...whenever possible and appropriate..." (1973-75,
p. 11) .
two

This language has changed little in the subsequent

contracts.

In

the current

contract,

however,

the

395
description
includes

of

the

is

re vi e w of crede nt ial s,

(1981-84, p. 20).
the d e p a r t m e n t

r e v i e w . .."
de m a n d i n g

fa cul ty

p.

20).

1 ikely

and

interviewing,
the

explicitly

and e v a l u a t i o n

in vo lvement of mor e

shall

This

be

cha ng e

imperative

invited

"shall",

" . . .whenever pos sib le and
facult y

e f f e c t i v e l y give

ca nd id at e

for

a

faculty's

co ll egi al

to ge th er with

ap pr op ria te" ,

the d e p a r t m e n t will

their v ar iou s op inions

pos i t i o n .
role

in

This

seek
make
be

about new

strengthening

is c a t e g o r i z e d

to

from the . less

the q u a l i f i c a t i o n that a d m i n i s t r a t i o n

that the

of

1 ikely by the p r o v i s i o n that

ava il ab le

" s h o u l d ” to the

fa cul ty views

able to

is made

are

(1981-84,

the d r o p p i n g of

ex pa n d ed

Fur thermore,

". . .m e m b e r s ...who

it more

process

here as

of

the

of minor

significance.

Reappointment
Collegial

rights

were

reappointment procedures.
faculty is
"rest

In

given no role in

solely

with

the

enhanced
the

reappointed after
The decisions

are

not

subject

in
the

to

From the second contract

faculty selects three tenured

members

review committee which

by probationary members who are

their third

of this

origlnal contract,

College and

who sit with two administrators on a
hears any appeals made

changes

reappointment decisions, which

grievance review" (1973-75, p. 5).
on, the departmental

by

year (1981-84, pp.

review committee are

not

10-11).

final and

not

396
gr i e v a b l e

(1981-84,

collegial

role

p.

to

10).

Th is

sh a r i n g

a

administration--is categorized
co l l e g i a l

decisive

role

as a major

gain

with
in

the

faculty

power.

In a d d i t i o n
this c h a n g e
members.

It p r o v i d e s rec o ur se

for

individual faculty

of

those de n ie d c on ti nu in g

who o t h e r w i s e would have no formal means

the d e c i s i o n r e c o n s i d e r e d .
se c o n d

faculty's co l le gi al role,

to e x p a n d i n g the

al s o e n h a n c e s the ri gh t s

employment

a

m o v e m e n t - - f r o m hav in g no

pers pe ct ive ,

Furthermore,

that

of

this

faculty,

to have

re vi e w brings

to

bear

upon an

administrative a c t i o n .
A c c o r d i n g to
pro vi de s

some

some A s s o c i a t i o n

of the prote ct ion of

informants,

this change

for p r o b a t i o n a r y

tenu re

fa cu l t y w h o have co m p l e t e d t w o - a n d - o n e - h a l f years at F e r r i s .
P r o b a t i o n a r y fa cul ty
after F e b r u a r y 1st
the pr ot ect ion
w hi ch

of their

uses

to te r m i n a t e

case of ret ren ch men t,
are

more

however,

p.

fa cu lt y
21).

whose

job

secur ity

f a cu lt y are

tenured

me mbe rs are

r ev i e w bo ard has cr e a t e d
is

st andard

probationary

than

In

f a cul ty rev ie w

just cause

t e nu r e d

vu ln e r a b l e

probationary
(1981-84,

the

of n o n - r e a pp oi nt me nt

third year at Ferris come under

of the p r e d o m i n a n t l y

generally

decisions

who are n o t i f i ed

effect,

p r o b a t i o n a r y fa cu lt y me mb er s but

which

made.

membe rs

In the

because

before tenured

e s t a b l i s h m e n t of

a new c a t e g o r y of fa cul ty
somewhat

by

facult y members

laid off

the

board,

greate r

som ew ha t

than

this

member s
that

of

less than that of

397
te n u r e d members.

Administrative

this was a past practice,
in

the c o n t r a c t .

co ul d not be

c o n t i n u a t i o n of
pe r s o n n e l

the

provided

for under

f a c u l t y under

administration.

inclusion
the p o l i c y

in e d u c a t i o n policies,

7).

p.
past

Rights

p r a ct ic es

not

or au t ho r ity
wh ic h are

not

the co nt r a c t c o n t in ue at the will of the
T he se are not

as

however,

that

Ferr i s ' original co nt r a c t ref er s to

(1973-75,

p ol i c i e s

sense

practice,

past p r a ct ic es

allowed

same

a p o l i c y followed before

As past

enforced.

in formants point out

are

rights

contractually

or a u t h o r i t y

enforceable

in the

rights and

authority.
A sec o n d ch an g e

in this s e ct i o n

p r o b a t i o n a r y fa c u l t y
ind ic a t i o n of
re a p p o i n t

members.

what shall

be

evaluation

first

the basis

or not to r e a p p o i n t .

that this d e c i s i o n

The

improves the

co nt r a c t gives no
of the d e c i s i o n

p.

1 0 ).

to

Su bs eq u e n t c o n t r a c t s s p ec i f y

is to be based on the annual

( 1981-84,

righ ts of

Specification

pe r f o r m a n c e
of

cr it er ia

re s t r i c t s the ba si s up o n w h i c h the a d m i n i s t r a t i o n det er mi ne s
whether

or not

fa c u l t y me m b e r
ch a n c e s

to r e a pp oi nt

to more e f f e c t i v e l y act to

for a

gives a basis

favorable decis i o n .

the p r o b a t i o n a r y
improve his or her

The new

provis ion also

from w h i c h to argue and appeal

in the event of

an u n f a v o r a b l e
categorized

and permits

decision

as a

administration.

after the

minor r e d u c t i o n

third

year.

in the a u t h o r i t y

This

is

of the

398
The
of

imp lications of s p e c i f y i n g the

probationary

m e mb er s

has

been

a r b i t r a t i o n a c c o r d i n g to A s s o c i a t i o n
member who

had r e ce i ve d

basis of e v a l u a t i o n
tes te d

in

informants.

favorable ev a lu at io ns

basis of

as a

v i o l a t i o n of

recent

A

faculty

but

who had

been not ifi ed of n o n - r e a p p o i n t m e n t s u c c e s s f u l l y
non-reappointment

a

gr i e v e d the

this c l a u s e .

the s ub se q u e n t a r b i t r a t i o n award,

On the

it would appear

that p r o b a t i o n a r y f a c u l t y m e mb er s wi t h good e v a l u a t i o n s must
be

reappointed.

probationary

According

fa c u l t y at

to

Fer ri s

this

interpretation,

have u n u s u a l l y

st ro n g

job

protection.

Tenure
Two c h an ge s
the

ten years

organized.
decisio ns;

have been
durIng

One
the

made

which the

increases
other

in tenure
Ferris

co ll egi al

reduces

the

contr act s

do

pr oc ed u r e s
f a c u l t y has

involvem ent
r ights

over
been

in tenure

of

individual

fa c u l t y m e m b e r s .
The

first

co l l e c t i v e

two

f a cu lt y in vo lvement

silence of the co n t ra ct s
author ity rests with
doc t r i n e
Laws

not

in tenure

on pro ce du re s

m an ag e m e n t

Se cti on

the a d m i n i st rat io n,

4 2 3 . 2 1 0 . lb)

r ights claus e

". .. retains and

reserve s

As

decisions.

a c c o r d i n g to

any
The

c o n t ai ne d

itself,

the

(M i c h i g a n Co mp ile d

of Ferr i s ' contract,
unto

for

for tenure means this

of re ta i ne d rights of m a na g e m e n t

1973,

provide

withou t

in the

new

the Colleg e
1 imitation

399
excep t

as

h e r e i n provided;

duties,

and

8).

power,

r e s p o n s i b i l i t i e s . . .”

r i g h t ... to

hire

co nd i t i o n s

all

all

for their

Ev e n

in

Administration

right, authority,

am on g w h i c h

employ ees ,

a b se n c e

wo ul d

of

such

have the

"...the

a n d . . . d e t e r m i n e ...the

c o n t i n u e d e m p l o y m e n t ..."

the

are

a

right to

(1973-75,

p.

clause,
make

the

tenure

decisions.
B e g i n n i n g wi t h the third contract,
of a d e p a r t m e n t d e t e r m i n e cr iteria,
dec ide

wh eth er

or

fifth

11).

The r e c o m m e n d a t i o n

year of

cha in of autho r ity,
is not a

r e vi e w

not to r e c o m me nd

their

the t e nur ed members

probationary

me mbe rs
employment

be g i n n i n g

F a c u l t y me mbe rs

" . . .re c o m m e n de d

from

agree

that this

effect,

a

Administration
was

voice

p. 1 1 ) .

of making
in

informants

Faculty

who

This

as a major gain

administration

in

who

become s

have,

in

tenured.

informants point out that the ad mi ni s t r a t i o n

some r e s p o n s i b l l i t i e s

by a change

is c a te g o r i z e d
and

head,

role to one

is as i g n i f i c a n t c h a n g e .

not n e c e s s a r i l y

With regard

no c o l l eg ia l

Faculty

d ec is iv e

p.

for tenure shall

q ua li t a t i v e cha ng e

power.

(1981-84,

and en di n g with the

by the P r e s i d e n t ” (1981-84,

co ll eg ia l

tenure by

with the de pa r t m e n t

be gr ant ed ten ur e

eff ec ti ve r e c o m m e n d a t i o n s

for

and

is c o n s i d e r e d by the ad mi ni st ra ti ve

memb er of the b a r g a i n i n g unit,

President.

performance,

oppose d to

having the

facult y assume

in this a r e a .

to tenure,

individual

in the p r o v i s i o n

for

rights were d e cr ea sed

leng th of time a

faculty

memb er
this

m i g h t se rv e
has be e n

language

on

contract.
pe ri od

in a

an

issue

this

topic

The

probationary s tatus.
in
is

n e go ti at io n becaus e

al ter ed

in

first co n t r a c t pr ov id es

is " . . .not to exceed

The seco nd

each

co n t r a c t

five

repeats

Apparently

eac h

the

suc ce ss iv e

that the p r o b a t i o n a r y

(5) years"

(1973-75,

this prov is ion

p.

5).

but c o nt ra di ct s

itself by r e f e r r i n g to

the p o s s i b i l i t y of a

fa cu lt y member

r e c ei vi ng not if ication

of

in

year of p r o b a t i o n a r y
con tr ac t

repeat s

even more

time

re g r es s es

(1978-81,

memb er

for

recommendation

might

by

the

co uld

broad

w h i ch

require

implications,

loss of

on a

in dividual

for the

year,

must be

and

". .. non-

p.

11).

for a fa cul ty member

pr ot ec tio ns

fa cul ty rights.

for
It
to

These

and a c ad em ic

from the coll eg ia l

Because of

this change

the

used as a basis

f a cul ty member s

tenure.

length of
Under

(1981-84,

to

curren t

probationary b a s i s .

reduce pr oc ed ur al

fr eed om and ex clu de some

The

facult y member

fifth

is, h o w e v e r , c o n t r a c t u a l l y possib le
of years

that a n y member

be probationary.

for tenure s h a l 1 not be

serve a n y nu mb er

The third

lim it at io n and

10-12).

t e r m i n a t i n g an i n d iv i du a l ' s e m p l oy me nt

group s

year

sixth

" . . .shall be de e m e d

pp.

the p r o b a t i o n a r y

tenure

the

5-6) .

by p r ov id ing no m a x i m u m

co ntract,

considered

ch an ge s

pp.

five

five or more years

status"

f a c ul ty

c ur ren t

(1975-78,

a f f i r m a t i v e l y adds the stat em en t

ten ure

contract

status

the above quot ed

who has c o m p l e t e d
have

n o n- re ap p o i n t m e n t

its p o t e n t i a l l y

is c a t e g o r i z e d as

a major

401
Faculty
countered,

informants

to

probationary

some extent,
f ac ult y

p r o v is io n has bee n
who are beyo nd
to the
are

As

third year

this
in

loss

is

protection

explained

above,

for
a

p r o b a t i o n a r y fa cul ty

to appea l n o n - r e a p p o i n t m e n t

result of these

whose de ci si on s

two ch an ge s

is

to

fa c u lt y to re ma in p r o b a t i o n a r y longer than befo re but

in

pa rti cul ar
years.

pr ot ec t i o n as p r o b a t i o n a r y
informants

concur

effect,

de ci d e

fa cu lt y

mem be r d u r i n g

have

been

tenured.

r e t a i ne d

might

pr ep ar i ng

for

as

the

or

administration

not

have

been

times as these,

po ssible

to

reta in

the m e m b e r 's first

r e duc ti ons

a

three

fa c u l t y membe rs

probationary

indefinite p r o b a t i o n a r y period
of e m p l o y m e n t

facult y m e m b e r s .

point out that

ot he rwi se

Dur in g such

that

whethe r

F a c u l t y informants

pr ovi sio ns

are

members.

The co m b i n e d

Ad m i n i s t r a t i v e

who

the gains

add ed wh ic h allows

their

to have gr eat er

must,

by

that

p r e d o m i n a t e l y fa cu lt y re vi e w board,

final.

permit

believe

under

the

new

terminated,

not

when ad m i n i s t r a t o r s
in

m a y provide a

enrollment,
longer

an

period

than a m a n d a t o r y e a r l y tenure decis i o n .

Pr om ot io n
The
form

a

first co n t r a c t s p ec if ies that
c o m mi tt ee

administration
provides
the

to

po li c ie s

study
for

that pro mo ti on s d u ri n g

" e x i s t i n g ” pol ici es

and

the A s s o c i a t i o n will
re commend

promotions.
the

(1973-75,

The

to

co nt r a c t

first year pr oce ed
p.

9).

the

under

The su bs eq ue nt

402
co nt r a c t
formed

(1975-78)
in

pro vid es

ea c h

administration

scho ol

and

the

m ak i n g r e c o m m e n d a t i o n s
be

forwa rde d

to the

the

interim,

the

the

col le gi al

p r om ot i o n s
Deans

were to

be

and
role

formal role

p.

to informants,

"current”

for the

of

to

both

the

participating

po li c i e s w h ic h

for

"...in

to be

used and

general a cc or da nc e

23) .

first

two c o n t r a c t s as

policies,

faculty.

developed,

did

not

the

fa cu l t y

committees

produ ce

pp.

Pr o m o t i o n

Co mmi tte e,

c om mi t t e e s

did not have

44-45).

cu r r e n t contr ac ts ,

recommendations
Ea c h school

wh ose

list

m a i nt ai ns

a

ma ke

recommendations

for p r o m o t i o n s

The School Pr o m o t i o n s C o m m i t t e e s

1 ist

Affairs

of all me mbe rs

School

then p r e s e n t e d
who

” . . .shall

each send a rank

to

co mp os ed
the rank

for p r o m o t i o n .

to the V i c e - P r e s i d e n t
r e c om me nd

the

These

wit hi n the

who d e t er mi ne

recommended

two

p r o c e d u r e s are

list to the A l l - C o l l e g e P r o m o t i o n s Committee,

is

a

for p ro mo ti on s

compo s it ion and

b a r g a i n i n g unit r e p r e se nt at iv es ,

order

a

of the

d e t e r m i n e d by the Dean and the F a c u l t y of the s c h o o l .

of

the

provi de

U n t i 1 the p r o c e d u r e s

the third and the

(1981-84,

order

In

in prom ot ion de cis i o n s .

A c c o r d i n g to

school.

in

would

imp lementation.
were

be

the p r e - c o n t r a c t u a l policies,

under the

third c o n t r a c t were

facul ty

for

" c u r r e n t ” pr oc e d u r e s

which were c o n t i n u e d
"existing”

m e mb e r s

b a r g a i n i n g unit

l e v e l s ” (1975-78,

According

s t u d y co mm it t e e s

with

va rio us

number pr o m o t e d

wi th rec en t

for

The

for Aca de mi c
Pres ident

the

403
pr o m o t i o n

list

Co mm it t ee "

a r i s i n g out

(1981-84,

" . . .shall r e c o m m e n d
list

p r o v i d e d by

p.

of

44).

the

year
84,

A

least the

the V i c e - P r e s i d e n t ..."

and

turn

pr o m o t i o n

(1981-84,

in w ri tin g

to

in

p.

44).

by the Pr es id en t

the A l l - C o l l e g e

Promotion

m i n i m u m of 34 p ro mo ti on s must be g r an te d each

so long
p.

President,

to the B o a r d . . .at

person deleted

Committee .

All-College Promotion

The

A n y d e l e t i o n s mu s t be ex p l a i n e d
to

the

as the C o m mi tt ee

re co m m e n d s at least

34

(1981-

45) .

Beginning

in 1978,

strong collegial
gain

in

and

faculty

collegial

change.
gr a n t e d

role

As

rig ht s

of

ef f e c t i v e

the

This ch a n g e

faculty.

course,

this
the

is a major

Administrative
is

a significant

administration

to the top 34 facul ty m e mb er s

on the

has
1 ist

for pr o m o t i o n pr ep ar ed by the A l l - C o l l e g e

Promotion C o m m i t t e e .
that

for the

report that

a mat te r

promotions

f a cu lt y ac qu i r e d this r e l a t i v e l y

in p r o m o t i o n s .

infor ma nt s

of r e c o m m e n d a t i o n s

ag re e s

the

This

implies

fac ul ty 's

that

the a d m i n i s t r a t i o n

recommendations

are

to

be

in p r o m o t i o n s .

C ha ng es and T r a n s f e r s
The
of

faculty gained

pe r s o n s

r e q u e s t i n g transfer

first three contra ct s,
reviewing

the right to r e v i e w

the

t r an sf er ee s;

" . . .with the

consent

of

qualifications

into a d e p a r t m e n t .

f a c u l t y did not

quali f ied
F e r r i s ..."

faculty

In the

have a role
co ul d

(1973-75,

p.

in

transfer
9).

The

404
cu rr en t

c o n t r ac t

adds

p r o vi si o n that the

to

the

above

quoted

phr as e

the

:

.. .credentials
and
qualifications
of
an
individual
seek ing tr ansfer will be
review ed and e v a l u a t e d by the
ava il ab le
me mb er s of the r e c ei vi ng s e n i o r i t y gr ou p for
use by
the Dep ar t me nt
Head and
Dean in
m a k i n g their
d e c i s i o n s . ..(1981-84, p. 15).
The

f ac ul ty

con tr ac t

does

have gai ne d an a d v i s o r y r o l e .
not

recommendation.
less

sp ec i f y

It

that

f a cu lt y

vote

is as su me d here that th ey

influential col le gi al role of pre se nt in g

individual

v ie wp o i n t s

shou ld

po int ed out

tra nsfer

be

into

The curren t
majority

e xe rc is e

their variou s

for a d m i n i s t r a t i v e consideration.
that

an

adm in is tr at or

a f ac ul ty po si t i on wit hi n

the

wishing

a department

It
to

would

also be s u bj ec t to r e v i e w by the fa cu lt y of that d e p a r t m e n t .
The c u rr en t

contract

permi ts qu a l i fi ed

well as q u a l i f i e d b a r g a i n i n g
Ferris'
re v i e w

consent,
of

and

unit m e mb er s to transfer,

pr ovides

individu al s

administrators

w i sh in g

for
to

departmental
tra nsfer

into

as
with

faculty
the ir

department.
Although

tr a n sf er s

trans fe rs m a y have
d i s c i p l i n e will
who tr ansfer
security
and

m a y not

frequent occurrences,

important c o n s e q u e n c e s .

be a f f e c t e d

into that

in

The q u a l i t y of a

by the c r e d en ti al s

discipline.

when r e d u c t i o n s

implemented,

be

Tr an sfe rs

pro gra ms are

of persons

inf luence

job

b ei ng c o n s id er ed

as has ha pp en ed at Ferr is and at m a n y other

co ll eg es and u n i v e r s i t i e s

in M i c h i g a n .

405
In Ferris'
is

made

less

d i s cu ss e d
elapse

co n t r a ct s the
immediate

b e l o w under
after

the

m e m b e r 's

seniority

(1981-84,

p.

the pr oc ed ur e
minor

stipu la tio n,

r et re nc hm en t,

is

memb er

had

been used

role

This

in tra nsf er

infrequent a p p l i c a t i o n
is ca te g o r i z e d as

and

the

little

befo re

informants

this

report

that

all and

is of

q u a l itative cha ng e

in

the

s i g n i f i ca nc e at

but

since

1 imited c o n s e q u e n c e

a minor gain

must

this reason,

or no

decisi ons ,

is

new d e p a r t m e n t

1 ittle or not at
is a

wh ic h
y ea rs

transfers

for

and a d m i n i s t r a t i v e
has

that two

tr an s f e r r e d to

have

significance.

f a c u l t y 1s

the

Perhaps p a r t l y

to

F e r r i s .F a c u l t y

by

facult y

22).

change ap pe ar s

impact of tr an s f er upo n layoff

co ll egi al

in the
it

has

this change

rights

of

the

faculty.

Layoff and Reca ll
Three

c ha ng e s

retrenchment.
rights and

In two

in one the

P r o b a b l y the
r e d uc ti on

were

in

of these

the

changes,

most s i g n i f i c a n t

the

provisions
the

extent
All

of

of these
f a cul ty

for

f a cu lt y lost

po ssible

c h an g e s

is the

invo lve men t

c o n t r a c t s a l l o w the

in r e t r e n c h m e n t d e c i s i o n s .

meet and di sc u s s
The

in

facult y g a i n e d .

r e t r e nc hm en t decisi ons .
a d v i s o r y role

made

in

f a cul ty an

The Colle ge must

r e t r e n c h m e n t with the Association.

earlie r c o n t r a c t s re qu ire d m e e t i n g and d i s c u s s i n g under

more c o n d i t i o n s

and at

an ea r l i er stage

of the

decision­

406
ma ki n g pr oce ss
contract,

than does the cu rr en t contract.

c on di t i o n s

requiring

m e e t i n g and

In the

first

d i s c u s s i o n are

br oa d l y defined:
. . . A d m i n i s t r a t io n
shall
meet
and
d i scu ss
wi t h
the
Association
any
changes,
including
those
involving
curriculum
and
programs,
w hi ch
might
lead
to
a
r e d u ct i on
and/or reallocation
of the
b a r g a i n i n g unit
m e m b e r s . . .,
e x c e p t ...natur al a t t r i t i o n . ..(1973-75,
p.

11).
In
the
cu rr en t
n a r r o w l y def i n e d :

contract,

these

co nd it io ns are

more

R e t r e n c h m e n t m a y first
be a c co mp li sh ed th ro ug h natural
a t t r i t i o n ... In
the
e ve nt
a dd iti on al
re tr en ch me nt
be co mes
n e c e s s a r y . ..the A d m i n i s t r a t i o n
will
meet and
discuss
with
the
As so ciation,
the
contemplated
r e t r e n c h m e n t (1981-84, p. 21).
E a r 1 ier

i n v o lv e me nt of the fa cu lt y is

co ntracts,
the

in wh ich

that the

two

In

any

c h an ge s

contrast,

parties

meet

the

which

d e c i s i o n to

ret re nc h

a d m i n i s t r a t i o n before
di sc us s

and discu ss

lead

to

req uires

the s i t u a t i o n

when

The latter implies that

will have

been

r e ac he d by

the

the A s s o c i a t i o n and the a d m i n i s t r a t i o n

appl ica tio n,

v e r y d i f f i c u l t to

co nt ra ct s

unless

in st it uti ona l
ch ang es

first

the p r o b l e m .

In p ra cti ca l
it

might

curre nt co nt r a ct

retrenchment has become necessary.
the

in the

the A s s o c i a t i o n meets and d i s c u s s e s with

Administration

retrenchment.

implied

w h i ch

fulfill

it

were

ch a n g e s with
might

red uci ng en ro l l m e n t

have

the ad mi ni s t r a t i o n wou ld
the re qu ir e m e n t s of the
to

discuss

find
first

virtually

all
ma ny

the

faculty.

There are

the

u n f or se en

consequence

and n e c e s s i t a t i n g

layoff.

of

For example,

407
new r e c r ui t me nt

policies,

or ch an ges

k ey a d m i n i s t r a t i v e

s tu den t

in

enrollment

administration
the

its

any

the

pe rsonnel

m ig ht

reduce
Had

the

might hinder r e t r e n c h m e n t

a d m i n i s t r a t i o n had

obligation.

this

di s c u s s with

whichmi ght p o s s i b l y lead

la nguage

failed

To avoid

a d m i n i s t r a t i o n would

cha nge

earlier

the C o l l e g e 's miss ion,

to r e t r e n c h m e n t .

the A s so c i a t i o n

that the

c o nt ra ct ua l

pr ude nt

lead

in

failed to meet and d i sc us s these ch ang es with

Associ ati on,

by g r i e v i n g

and

c ha ng es

to fulfill
problem,

a

the A s s o c i a t i o n

to l a y o f f .

Thus, the

a very extensive colle gi al role for

implies

faculty.
The e ar li er

language also

implied that the A s s o c i a t i o n

would have prior k n o wle dg e a b o u t ch ang es which might lead to
a need for r e t r e n c h m e n t .
ch an ge s gives

Ad va n c e d notice about c o n t e m p l a t e d

a facul ty time

it, di sc us s alt ern ati ve s,

e a r l y notific ati on ,

the

to a c t i v e l y p a r t i c i pa te
As e x p l a i n ed
the poten tia l
the

ch a n g e s

to

influence the

s i g n i f i c a nc e

at Ferr i s .

The

for

f a cul ty m a y not have the o p p o r t u n i t y
in d e c i s i o n - m a k i n g .
cu rr en t

reduce the scope

wh ich might

d if fe re n ce

and use p u b l i c i t y to

above, the

Association

pote nti al

r e fl ec t upon

Because the c u r r en t c o nt ra ct does not provi de

decision.

with

to gather data,

and
lead

red uc e

con tract at Ferri s has

of topics to be d i s c u s s e d
ad vanced

to r e t r e n c h m e n t .

of this

notice

about

However,

the

change has not been re al i z ed

facul ty informants

recognize

be t w ee n the earli er and the current

the pot en t ial
language,

but

408
report

that the

implied

in

d e c i si on s

the
which

relatively
clo se r

di d

ea rli er

language.

have

b ei ng

in

occurred,

informed

do e s not ap pe a r

minor r e d u c t i o n

earlier
was

thr ou gh o ut
layoff

la nguage

than

was

the state

made

has

had

in c o n t r a c t

being

seriously

areas

in

wh ich

layoff

e l e c t r o n i c s t e c h n o l o g y and ph ys ica l

to an

electronics

f a cu lt y

been d e t e r m i n e d

t e l e v i s io n

members
not

The

repair

provisions

Th es e

offer ed

to

retain

t he ir

most,

two a c a d e m i c
to

pr og ra m

faculty:

is

program.

to

layoff.

For

layoff

educational

to be a p p r o p r i a t e

retraining.

seriously

education.

of

cha nc e

the

and

been sent

technician

whose

c h ang e s

p o s s i b i 1 ity,

there are

pr o g r a m were no ti f i e d
the

a

p o s s i b i l i t y of

carefully

notic es have

upg r a d e d

is

in

that when

en ro l l m e n t

a real

Currently

and

this c h a n g e

the

and

layoff
more

ra di o

in the

changes

i nf or ma nt s rep or t

funding

The

of the

f a cu lt y authority.

negotiations.

used.

a

d e s c r i b e as

to act ua l

formulated,

were

role

retrenchment

which some

For this r e a s o n

As

since been

under to ok

the

fa c u l t y

to c o r r e s p o n d

remote.

have

tenured

larger

s e e m i n g l y great ch an g e

in c o l l e g i a l

provisions

co n s i d e r e d

the

role,

F a c u l t y and a d m i n i s t r a t i o n

layoff

In

rather

The

the fac ul ty 's p o s i t i o n .

the

e n j o y the

the e a r l y d i s c u s s i o n and p l a n n i ng st ag e s

re t r e n c h m e n t d e c is io n.
contract

not

limited c o l l e g i a l

to

involved

f ac u l t y

bein g
Sever al

background

teach

in the

has
new

facul ty m e m b e r s wer e
po s i t i o n s

this

entailed

if

th ey
tak ing

409
advanced mathematics

courses

at Ferris

ta ki n g

co u r s e s

at

electronics

Uni ve rs it y.

At

re tr aining,

a number

layoff

mathematics
in formants
teaching

of f a c u l t y

were

which
there

loads

r e du ce d d u r i n g

given

ab l e

t h e y were to

te ac h i n g

these

their

new

for k e e p i n g their

b eg in the

preparations.

faculty

the t h r e a t e n e d

the d e m a n d ing

jobs and that at

were

in

A mo ng

whether

m e mb er s

retraining periods.

me e t

Michigan

ass ignments

is some d i s a g r e e m e n t about
of

to

We ste rn

for

m e m b e r s who had be e n given

ne w

entailed

inform an ts that most of
not be

nearby

the same time that

notices

in p r e p a r a t i o n

or not

so me wh at

It is e x p e c t e d

by

facul ty m e m b e r s will

retra ining r e q u i r e m e n ts
least a

few will suffer

h a r d s h i p s as a c o n s e q u e n c e .
Befo re
electronics
departments
en t a i l e d

informants,
to

program

technology program
on

ca mp u s

to the

particular

o pp os ed

re pa i r

evaluating

according
This

the

and

ch a n g e

the

was

The

issue

is

pr imar ily

administrative

ar e a
with

in w hi ch
ph ys ic al

layoff

the

all of

the

var ious

area
was

f a c u l t y w i t h i n the

and

self-study

debated,

in the

F a c u l t y Cou nc i 1 be f o r e both c o n c u r r e d
The s e c o n d

in

the ir

hotly

faculty

change.

c o n s i d e r a t i o n by

inst ituted,

en g a g e d

rating

d r op pe d

a d v i s a b i l i t y of r e t r a i n i n g

wi t h some
the

had

was

was

which

programs

the p r o g r a m s .
according
for and

given

to
some

e x t en si ve

d e p a r t m e n t and the

in the d e c i s i o n .
notices have been sent

education.

Faculty

and

in fo r m a n t s r e p o r t e d that the college be li ev ed

410
it n e c e s s a r y
graduation

to reduce

in order

other c o l l e g e s .
d ec i d e d

number of

Al te r n a t i v e s

courses.

pr o g r a m m a t i c
change.

were c o ns id er ed before

Faculty

changes,

Di ff e r e n c e s

among

req uired h ou rs

for

to c o mpe te e f f e c t i v e l y for s t u d e n t s with

to d r o p the gr ad u a t i o n

education

exist

the

and

r e q u i r e m e n t of three phy sical
have an a d v i s o r y

the

fa cu lt y

Some

role

did

in i n t e r p r e t a t i o n of

informants.

it was

believ e

in such

en do rs e

this

this e n d o r s e m e n t
that the

facult y

we ig he d v a r i o u s a l t e r n a t i v e s and made a r e c o m m e n d a t i o n which
th e y a n t i c i p a t e d would have c o n s e q u e n c e s .
d e s c r i b e the

faculty

divided.

to m a k e .

type of p r o g r a m m a t i c cha ng e

Faculty members

that s t u d e n t s take more
cuts

cours es

thus

far

it a p p e a r s

requirement.
cha n g e

The

that on l y

have the

the three physical e d u c a t i o n
in their a r e a s .

A l l i e d Health will make

has g i v e n

its c o ns en t

But
this

to this

in one or more w a y s .

The a p p r o x i m a t e l y t h i r t e e n
layoff

schools still

in the pr og r a m s

f a cu lt y

believe

fall outside their d i s c i p l i n e .

to requi re

for g r a d u a t i o n

u s u a l l y prefer

in their areas and

Inform an ts point out that the va r i o u s

co ur se s

f a cu lt y are often

in ea c h di sc i p l i n e

in r e q u i r e m e n t s should

opti on of c o n t i n u i n g

informants

as going a l o n g wit h a change w h ic h the

a d m i n i s t r a t i o n had a l r e a d y d e c i d e d
In this

Other

a s s o c i a t e d with

graduation
me mb er s and

include
three

the

reduction

about nine
in other

fa c u l t y members
in

ph ys ic al

areas.

n o t i f i e d of

requirements
education

Perhaps m a n y of

for

faculty
these

411
will

be

placed

informants.
effort"

at

in the

The a d m i n i s t r a t i o n

college,

according

is r e q u i r e d

position within

It would be fo r t u n a t e

one

time

for

this

the

C o ll eg e

in a n oth e r

(1981-84,

if there were e n o u g h

number

of

to

to "make e v e r y

to place a f f e c t e d b a r g a i n i n g unit m e m b e r s

su itable v a c a n t

21) .

elsewhere

perso ns

p.

va c a n c i es

wi t h

similar

backgrounds.
A sec on d cha ng e
protection
contracts,
laid off
time

provided
f ac u l t y
in the

faculty;

regular,
facul ty

in the
by

fo l l o w i n g

pa r t - t i m e

contract,

the

unt en ur ed

fa c u l t y

time,

tenur ed

gain

in

te mporary,

p.

an d

12).
was

The

fourth

three

a d e p a r t m e n t were

to be

first,

part-

temporary,

a b i l i t y to e x e r c i s e a c a d e m i c

faculty;

regul ar

laid off

is

p.

increases

f a cu lt y

In

regular,

21 ) .

membe r

Only

the

the c u rr en t
full-time,

is regular,

full­

This cha ng e

is

e n ha n c e m e n t
the

third,

full-time

first.

status.

b e ca us e a n y

p r o t e c t i o n pr ov i d e d b y ten ur e

gain

first

fifth c a t e g o r y

( 1981-84,

in creased the

the

least senior

category

ri gh t s

In

finally,

to be

and the

has

fu ll-time

c o n s i d e r s te nu r e

faculty

fa c u l t y

order:

faculty;

wit hi n each c a t e g o r y
c u rr en t c o n t r a c t

tenure.

members within

second,

(1973-75,

layoff order

of

a
the

fa c u l t y me mb e r ' s

freedom.

The third and final ch a n g e

in r e t r e n c h m e n t

in

All of the Fer ri s co n t r a c t s

administrative

co nsider the

impact of

with in d e p a r t m e n t s .

rights.

t r a ns fe rs

Tr an s f e r and

is a

upon r e t r e n c h m e n t

minor

order

layoff are r e la te d becau se

a

fa c u lt y

tra nsf er
the

me mb e r

under

to a n o t h e r d e p a r t m e n t .

t r a n s f e r e e be c o m e s

threat of
that

layoff

some

In

that the

department

s erv e

the tr a n s f e r e e ' s
department.
t ra ns f e r e e

seniority

Dur in g

the

contract,

which

department

as

department

and

department.

into

soon
can

in

as

are

year

involved.

the

into

new

per iod,

the

former d e p a r t m e n t .

period

heads m a y
have

a less

This

in the current
heads

are

not

if t h e y have taught
Under

have s e n i o r i t y
t r an sfe rre d

senior

new

me mb e r

provision

autho ri ty .

in a

into

the

of

that

allows

the

This

it is

gain

is c a t e g o r i z e d as minor becau se

r ar e l y and

a

the

f l e x i b i 1 ity in layoff decisions,

administrative

inv olved occur

w i th i n

w a it in g

that d e p a r t m e n t

this

of

by

transferring

w e a k e n e d so me w h a t

they

bump

administrative authority
eve nts

"bumping"

w h i c h t h e y are tra nsferring.

Be c a us e

a d m i n i s t r a t i o n more

member

Ferr is, m e mb er s are

is c a lc ul a t e d

department

the

in the new d e p a r t m e n t before

to the two year w a i t i n g

provisi on,

ag a i n

is

request

cons eq ue nc e,

least senior

such

in the

provides

in the d i s c i p l i n e

as a

mem be r

two

has s e n i o r i t y
from b u m p i n g

this

against

for two years

mi gh t

If the d e p a r t m e n t rec ei vi ng

to the

f a cu l t y

protection

su bj ec t

layoff

the co n t r a c t s at

protection

requirement

of

overstaffed

is s hi ft ed

department.

gi ven

th re a t

a small number of

in
the

faculty

413
In summary,

there has been one minor

fa cu lt y authority,
one mi nor ga in

one minor gain

in a d m i n i s t r a t i v e

in

loss of

co ll egi al

individual rights and

rights with in r e t r e n c h m e n t .

Personnel Files
Individual

fa c u l t y

administrative
the

rights

a u t h o r i t y r e du ce d

language a bou t pe r s o n n e l

of these

two

pp.

acc ess
This

6-7).

throu gh three

changes,

pe rs onn el

is a minor r e d u c t i o n
Also added

c h ang es

in

in the second c o n t r a c t .

new

language pr ovides

file

for each member

Wi th this new provision,

to their

or

made

there will be on ly one personnel
75,

increased

files.

Two of these ch an ge s were
In one

were

files

the

is made

tha t
(1973-

f a c u l t y m e m b e r 's
more m e a n i n g f u l .

in a d m i n i s t r a t i v e authority.

in the sec on d

c o n t ra ct

is

the right of

a

f ac ult y member to a t t a c h a w r i t t e n st a t e m e n t to a n y mat eri al
a dde d to the

m e m b e r 's

re ad in g mat er ia l

in a

e xp ose d to that

co nt ra ct s
will

(1975-78,

of

ch an ge s

p. 7).

wi tho ut havin g

in

the

also be

sec on d and

being

to examin e the

files

th at no new

m e m b e r 's file wi tho ut

will

This

is

individual r i g h t s .

ma te ri al

co n t r a c t pr ovi de s

any on e

on the m a t e r i a l .

increases the p r o b a b i l i t y that the

know ab ou t a n y

Thus,

f a cul ty m e m b e r 's file

m e m b e r 's com me nt s

a minor en ha n c e m e n t
La ngu age

file

placed

the

fa cul ty member s
in

frequently.

mater ial can

current

their

files

The second

be added to

that member se ei n g the mat eri al

a

(1975-

414
78,

p.

7).

This p r o t e c t i o n

con t r a c t by the
co p y of the

the

eva lua ti on s,

the s i g n at u r e

member saw the

c on tr ac t which specifies,
the signa tur e
does not
The

of the

p ro vid ing

contract

that the

ma terial

in

unless the

was

as d o e s

m e mb er

re d uc ti on

in

pe rsonnel

material

it more pr ob ab le

is in their

files.

T o g e t h er

administrative

Probably

the

fa cul t y

in the

seco nd

or

that

(1975-78,

p.

7).

protection
use

the

by

a dd ed

d i s c i p l i n a r y ac ti on s
that
p.

the

fa cu lt y

12).

These

f a cu lt y m e mbe rs will

kno w

these c on st it ut e a minor

authority

with

rega rd

to

files.

the re q u i r e m e n t
files.

that

p a r t i c u l a r case gave rise

fa cul ty m e mb e r s

In the course

agai nst

a

mat erial

from the me mb e r *s

he had

cann ot

to

added mat er ia l

this

(1981-84,

that

Inform an ts e x p l a i n that a

their

on the

strengthens

administration

added

that

intended

a d m i n i s t r a t i o n ca n d e m o n s t r a t e

saw the

12-13).

the cu rr en t contract,

g r i e v an ce p r o c e d u r e s

c ha ng es make
what

pp.

to d e m o n s t r a t e

fa cu lt y

must r e c e i v e a

the o p p o r t u n i t y

imply a g r e e m e n t with the ma te r i a l

cu rre nt

member

have

(1981-84,

add ed mat er ia l

the cu rr e n t

in the case of d i s c i p l i n a r y

mus t

initial the d o c u m e n t

use of

in

that the mem be r

ad ded m at er ia l and,

informa tio n or
sign or

requirement

is e xp an de d

f a cu lt y

member,

no k n o w l e d g e .

see

of an a c t i o n
the

mater ial ad de d

co nt ra ct to p r ev en t r e c u r r e n c e

to

w hi ch was taken

administration

p r e se nt ed

file of w h i c h the mem be r

The new

to

p r o v i s i o n was a dd ed
of this c i r c u m s t a n c e .

sta te d
to the

415

W o r k i n g C o n d i t i o n s at Ferris
Included
r e g a rd in g
absence,

under

this

work as si gn me nt s,

gai ne d

for sa bb at i c a l
un re as on ab le
been

h e ad in g

ac a d e m i c

are

the

leaves
Over

of

the ten

f a c u l t y at Ferr is has been organized,

co l l e g i a l

right to

make re co mm e n d a t i o n s

leave r e qu es ts and to r e v i e w c om pl ai nt s about

work

improved

freedom.

pro ce du re s

freedom,

and m i s c e l l a n e o u s w o r k i n g c o n d i t i o n s .

years d u r i n g w h i c h the
it has

g e ne r a l

loads.

in a

No

numb er

losses

administrative

faculty rights

Individ ual

of

of

areas,

fa cu lt y

authority

including

rights

have

aca de mi c

nor

oc cu r r e d

have

gains

in

in

work ing

conditions.

Work Assignments
Two ch an g e s have been made
is a s s i g n e d .

The

fa c u l t y

rev ie w of wo rkl oad s,
enh an ce d

and

by ch an g e s

in

p ro ce du re s by w h i c h work

has ga in e d

indivi dua l

in

a collegial

role

in

fa cu lt y rights have been

pr ov i s i o n s

for

assigning

summer

teachings.
P r o c e d u r e s have
curren t

co n t r a c t s

workloads.
sug gests
The
faculty

The

been d e v e l o p e d
wh ic h pr ovi de

r ep ea te d

in the second,
for

re v i s i o n

third and

col le gi al
of

these

r e vi ew of
pro ce du re s

that this has been a pr ob l e m a r e a .
first co n t r a c t does
memb er mi gh t

take

not m e n t i o n a n y steps
if the mem be r

wh ic h a

felt that his/her

416
wor klo ad
fa c u l t y

was

excessive.

mem ber

The

to r eq ue st r e v i e w by

d e p a r t m e n t m e m b e r s who are

78, p. 1 0 ) .

seco nd

con tr ac t pe rmi ts

a co m m i t t e e made up of

e l e c t e d by the d e p a r t m e n t

In the second contract,

inequ it ab le "

de pa rtm en t,
Dean,

c o m p a r ed

to

make a d j u s t m e n t s "

c u rr en t co ntract,

the Dean

is "u nre aso nab le

others

within

the

writt en rep or t to the

(1978-78,

is ob i i g a t e d

effort to make r e a d j u s t m e n t s

84, p .

that of

the c o m m i t t e e will send a

"who will

(1975-

if the co m m i tt ee agrees

that the w o r k l o a d of the c o m p l a i n i n g member
or

a

10).

p.

In the

to "make r ea so na bl e

in light of the report"

(1981-

16).

The

third

co nt r ac t

adds a

second

rev ie w committee,

wh ic h m a y c o m p a r e a f ac ul ty m e m b e r 's v/orkload with work lo ads
in c o m p a r a b l e d i s c i p l i n e s .
of three

f a c ul t y me mbe rs

it clear

"other

i n s tit ut ion s

Academic

of

This c o m mi tt ee

Vice-President

the c o m m i t t e e m em be rs

review,
role.

This

the

(1978-81,

two c o m m i tt e e s

an area

A s so c i a t i o n and

The c ur re nt co nt ra ct

higher e d u c a t i o n and/or

r e c o m m e n d a t i o n s and a d vi se "

These

17 ) .

p.

is co mp os ed

that this c o m mi tt ee m ay make compar isons with

(1981-84, p. 1 7 ) .
the

a p p o i n t e d by the

(1978-81,

three a d m i n i s t r a t o r s
makes

The sec on d c o m mi tt ee

reports

who

to the Dean

and

co ns i d e r

the

"shall

facul ty member
p.

17).

involve

the

at Ferri s"

facult y

involved and

in wor klo ad

in w h i c h f a c u l t y p r e v i o u s l y had no colle gia l

is a major ga i n

in c o l l e g i a l

rights.

417
Faculty

and

e q u i t a b i l i t y of

administration

w o r k l o a d s r e ma in s a major

facul ty m e m b e r s .

None of

d e f i n i t i o n of a
be

followed

full

according

College,

needs

the c o n t r a c t s

faculty w o r k l o a d .
to

a d m i n i s t r a t i o n ag r e e s to
the C ol le ge

to

wo r k l o a d s

to ch a n g e

as e q u i t a b l e .

w o r kl oa ds

on the basis

in

of a

been ha mp er ed
a bo ut how to

procedures

also

workloads

the

unless

p.

the
16).

co m pa ri ng
relatively

are g e n e r a l l y
for

ad j u s t i n g

d e p a r t m e n t s or
has not been

f a cu lt y

regard

as

different

departments.

uni form d e f i n i t i o n of a full

wor kl oa d has

by the
equate

among

differences
the v a r i o u s

and

pr of essional ,
of rev ie w boards

this problem.
provide

for a

of

perform

1 iberal

has

F r o m an

of o p i n i o n

types

technical,

e f fo rt s to

be e n

w o r kl oa ds

some

faculty

solved,

have

d e s c r i b e d above,

what

is to

which

for

procedure

i nt er ns hi p s u p e r v i s i o n the

creation

clear

the b e ne f i t of

of c o m p a r i s o n a m on g

eliminating

ln e q u i t a b i l i t y of
De v e l o p m e n t

the

The

with d i f f e r e n t colleges,
ef f e c t i v e

on

f a c u l t y ” (1981-84,

departments,

re ga rd ed

provides a
Pa s t pr ac t i c e

"for

department

a

Within

these

that

p r o b l e m for ma ny

provision

or the

informants

wi t h i n

effective.

the

repo rt

c o n t i n u e cu r r e n t workl oa ds ,

the stude nt body,

According

inform an ts

lecture,

c a r r y the risk of n e c e s s i t a t i n g hi r i n g new

lab

areas.

but not

administrative

uniform workload

faculty
and

in the di f f e r e n t

arts

helped,

among

in

The

entirely

perspective,
the co ntract

faculty.

418
In

a second

ch an g e with

rega rd to

ad m i n i s t r a t i v e a u t h o r i t y has been
by

increased

classes.

pr oc e du r a l

In

the

regard to

formality

contracts,

It

assigning

p. 11).

(1973-75,

this

la ng ua ge

basis of a
language

all ow s

is ex p a n d e d
teaching

a s si gn me nt d u r i n g

into

me mb e r

on the

(1981-84,

pp. 19-20).

ass ig ni ng

summer

outcomes more

By

make

teaching,

rep ort

these
The

that

summ er

organized.

C o m pl a i n t s

not

followed

within the

to

contract.

led

new

te aching

in

load without
either

case

pro ce du re s

for

have made

the

m a y better

of p r of e s s i o n a l

life.

rotation

were g e n e r a l l y

1 ists
before

i n cl us ion

Compensation

make such as si g n m e n t s

membe rs

teach

full

list

f a c u l t y that the

to

The

a

fa c u l t y member

assignments
from

on the

when gi vi n g ad va n c e d

chang es

su ffi c ie nt to
who

d e cli ne

for ma li zi ng the

predictable.

Informants

a lwa ys

discipline.

rotation

organize and plan this asp ec t

to

a new s ub se ct io n

is to be a s s i g n e d

a p a r t i c u l a r summer,

place

with

solici t views of

decline a less than full summer

and to

forfeit in g a

a

topics

is

In the third and curre nt

r o t a t i o n list w i t h i n ea c h
also

summer

on l y brief m e nt io n

is 1 isted a m o n g several

which provides that summer

used

in

w h i ch the a d m i n i s t r a t i o n should

facul ty m em be rs

notice,

reduc ed to a minor extent

first two contr ac ts ,

made of this t o p i c .

work ass ignments,

loads

proce dur e
tea ch in g

competitive.
the

f a cul ty

pr actice was

of this

for summer

dur ing

com pen sat ed at the rate of 30 p er cen t

the

is

Faculty

summer

are

of the s a l a r y for the

419
nine-month

academic

as s i g n m e n t s varies

year.

Availability

from d e p a r t m e n t

fa cul t y me mbe rs m a y

of

summer

to d e p a r t m e n t .

In some,

be able to t ea ch e v e r y other summer and

in others o n l y once e v e r y four or

five y e a r s .

Aca de mi c Fr ee d o m
The

rights of

improved s om ew ha t
for ac a de mi c
The

individual

th ro ug h three minor

the

second

c ha nge s

have

been

in provis io ns

fa cul ty

co nt ra ct s require

mem be r

"be

o b j e c t i v e l y the v a r i o u s s c h o l a r l y
This req ui re me n t
c ur ren t

me mbe rs

freedom.

first and

classroom

fa cul ty

according

"alert stu de nt s

to

84,

p.

minor cha ng e

This

facul ty me mb er s

views"

to w hi ch

must

18).

careful

need

in

the

in

to

p.

f ac ult y

in w o rdi ng

cover

all

10).

the third and
member

the va rio us s c h o l a r l y views"

not

the

present

(1973-75,

is d e s c r i b e d d i f f e r e n t l y

contracts,

that

(1981-

sug ge st s that

points

of

vi ew

as

e l a b o r a t e l y as re qu i re d before and that a f ac ul ty member may
now ad vo c a t e
Most

a t he o r y

fa cul ty me mbe rs

but the

to

which the

member

would not be a f f e c t e d

ou t s po ke n a d v oc at e

have

som ew ha t greate r

This

chan ge

of an

is c a t e g o r i z e d

as a

committed.

by this change,

unpopular

p r o t e c t i o n under

is

vi ew poi nt would

the new

minor gain

wording.

in individual

rights.
The second
a d di ti on

of

imp rov em en t
the

p r o v is io n

in

ac ad e m ic

that

facult y

freedo m
are

is

the

primarily

420
r es po nsi bl e

for d e c i s i o n s r e g a r d i n g

i n st ruc tio n

18).

in

this

As

probably
those

the above

have c on s e q u e n c e s

whose te a c h i n g

This

change,

is

als o

for

i m p r o v e m en t

the m i n o r i t y

m e tho ds or st an da rd s

catego r ized

as

a

(1981-84,

minor

of

p.

would

faculty,

vi ol a t e

custom.

i m pr ove men t

in

individual r i g h t s .
Usually
include

c o nt ra ct

a

caut ionary

p r o v is io ns

for

s t at em ent

a b ou t

ex er ci se of this freedom.
three:
concept

r ef ere nc e
of

member s

make

of

effort to

for the Co ll e g e "

In the

the p r o v i s i o n

ends w ith these

warnings.

re a f f i r m a t i o n of
statement.

ac ad e m i c

1 imits

oppose

In cluding

a

f re ed om

f a c u l t y member

is also
clear

academic

p.

has

follows
that

and

the

issues”

the

of

a

cautionary

the w a r n i n g s do
w i th i n

that o u ts id e

"right to
(1981-84,

p r o te ct ed under

s t a te me nt

18) .

f re ed om

te ac hi ng or s c h o l a r l y activity,

p o l it ic al cau se s or

latter a c ti on s

facul ty

the s u b s e q u e n t c o n t r a c t s ,

of pr of e s s i o n a l st andards,

c l a s s r o o m the

to

are not

(1981-84,

for

This r e a f f i r m a t i o n sta te s

not 1 imit f r ee do m in
the

In

that

that t h e y

be sure

taken to be s p o k e s p e r s o n
first contract,

demanding

the o b l i g a t i o n

of others and a s u g g e s t i o n

"eve ry

re sp on s ible

"an equally

r e s p o n s i b i l i t y ” , m e nt i o n

respe ct the op in io ns

the

fr eed om

In the Fe rr i s c o n t r a c t s there are

freedom with

to

ac a d e m i c

the

su pp o r t
p.

18).

or
The

the F ir st A m e n d m e n t .

this

r ight

within

the

con tr ac t permi ts a re co ur se to the gr i e v a n c e p r o c e d u r e as an
alternative

to use

of the courts

of

law,

wh ic h o ft en

move

421
more

slowly

and

arbit rat io n.
individual

are

This

more

change

expensive

than

grievance

is c a t e g o r i z e d as a minor

to

gain

in

a numb er

of

fa cul ty r i g h t s .

Leaves
F a c u l t y rights
c ha nge s

have been

in p ro ce du re s

absence.

Three

improved t h rou gh

for g r a n t i n g paid and unpaid

c ha nge s

have e n h a n c e d

fa cu lt y righ ts

authority in sab ba ti ca l

re du ce d a d m i n i s t r a t i v e
A fourth change all ows

leaves of
or

procedures.

facul ty me mb er s to de cli ne

to fill

in

for a b s e n t c o l l e a g u e s .
Of the three c ha nge s made
most s i g n i f i c a n t

is the c o l le gi al

in

d e c i d i n g who will

the

first contract,

wi th ou t
seco nd

for

16).

a

the a d m i n i s t r a t i o n

an Ap pea ls

faculty,

f inal

and

leave twice

to

for

re pla ce d by

contract,

procedure,
req uir es

s a b ba ti ca ls to

their

that

p.

Committee,

decis ion

f ac ult y

mem be r

could

de ni e d

in

m e mbe rs

School Sab ba ti ca l

Review

a

(1975-78,

in the

third

involve the

for s a b b at ic al

been ret ain ed

The
up of

reason s

has been d r op pe d

18).

made

if

two c o mm i t t e e s wh ic h

wh ic h has

Under

these de cis ions

(1973-75,

n o n - f i na nc ia l

in rev ie w of all a p p l i c a t i o ns

The new

made

the

faculty

leaves.

who a f a cul ty

bi ndi ng

The Appeal s Co mm it tee

co nt ra ct and
f ac ult y

be gr ant ed s ab ba ti ca l

c o n t r a c t cr ea te d

s ab ba t i c al
p.

inv ol ve me nt of the

r e v i e w by a n y faculty g r o u p

a d m i n i s t r a t o r s and
appeal

in s a b b a t i c a l procedur es,

leaves.

the curren t
apply

for

Committee.

422
Wit h i n

each

eva lu a t es

of

the

a pp l i c a t i o n s
84,

pp.

ap pl i c a t i o n s

30-31).

del e t i o ns
list of

the

Deans

of

these

gives a

to the De a n of the
Sa bb at ic al

report

pr oc e e ds

Infor ma nt s

(1981-

minus wha tev er

throu gh the

where d e l e t i o n s
from the

which are made are do n e

of

R e vi ew C o m m it te e

(1981-84,

ranked
pp.

30-

various

higher

m a y be made

(1981-

f a cu lt y and

the higher a d m i n i s t r a t i v e

Colle ge C o m m i t t e e .

school

the va ri ou s schools,

offices,

that at

list

have made and co mp o s e s a single,

1 ist then

32).

Committees

ranked

all the r e c om m e n d e d a p p l i c a t i o n s
The

p.

from

one

and

The Al l- C o l l e g e

lists

administrative
84,

schools,

it r e c om me n d s

rec eives the

31).

the

administration
levels d e l et io ns

in r e ve rs e of rank order of the All-

The C o m m i t t e e 's p r i o r i t y is r e s p e c t e d by

the a d m i n i s t r a t i o n .
The

establishment

major ga i n
has moved

of this

in c o l l e g i a l rights

co m m i t t e e

for the

from h a v i n g no co l l e g i a l

st r u c t u r e

faculty.

role to being

The

is a

facul ty

involved

in

two steps of the p r o c e s s .
There were two other c h an ge s
one,

the

in s ab ba ti ca l

p r i o r i t y in g r a n t i n g s a b b a t i c a l s

giving

"p ri m a r y c o n s i d e r a t i o n . ..to

Ferr is"

(1973-75,

the needs of
84,

p.

rights.

30).

p.

17)

to g i v i n g

Fer ri s and those
This

is

a minor

policy.

In

has sh i f t e d

from

the needs

and aims

"equal c o n s i d e r a t i o n "

of the a p p l y i n g mem be r
gain

in

individual

of
to

(1981faculty

423
The other minor change

in s a b b a t i c a l

p r oc ed ur es en tai ls

a r e d u c t i o n of a d m i n i s t r a t i v e authority.

B e g i n n i n g wi t h the

third

"b arring

contract,

exigency,

every

sabbaticals

am ou nt

is

re qu i r e d

ef f o r t be

to

(1981-84, p.

it

made to

the amo un t

32) .

that

m a i n t a i n the

"in

granted

Ea rli er

that

the

co nt ra ct s did not

administration

level”

the rece nt

of sa bb a t i c a l s should be g r a n t e d .

repor t

financia l

past"

s p e c i f y what

Faculty

routinely

of

informant s

gran ts

twelve

pe rmi ts

fa cul ty

sabbaticals a y e a r .
A final
m em b e r s

change with

to

de cl in e

regar d to leaves

re qu est s

that

t e m p o r a r i l y abs ent c o l l e a g u e s .
ad d r e s s

this

fa c u l t y "may
sho ul d

the

issue.

be a s k e d to
fill-in

the Co lle ge wo uld

78, p .

18) .

st at es

re qu ir ed "
contract
rew ard
in

to

includes

for

abs en t

as si g n m e n t s
a cc ru al
pra ct ic e

fill the

vac anc y"

and adds

that

is a

"may

not

be

state

accrual

from

shall

1978-81) .

The

of sick

leave

facul ty

but

to refuse

in

that a

(1975-

third con tr ac t

The

gain

sick

b u r d e n s o m e ",

The

asked,

(Addendum

minor

s h if ti ng

"considered

assignment.

colleagues.

of a dd it i on al
of

be

to obtain a r e p l a ce me nt "

this right

of a dd it io na l

first c o n t r a c t does not
that

language does

fill-i n

for

pro vi de s

"endeavor

fa cu lt y

in

con tr ac t

refuse such an

that

fill

seco nd

as si g n m e n t

This

mem be r m a y

The

The

they

and al s o

to

individual

be

c ur re n t

pr ov id es a

for those wh o do
r ight

is

not

refuse
rights.

fillsuc h
The

an e x am pl e of a comm o n

re qu ir in g

ce rt ai n

acts

to

424
en co u r a g i n g v o l u n t a r y c o m p l i a nc e
of reward s me ets
important

th ro ug h rewards.

the a d m i n i s t r a t i o n ' s need to

d ut i e s

will

be

p e r f o r m e d and

fa cul ty m e m b e r 's need to have some

The

use

be sure that

also

meets

freedom of cho ic e

the

in work

assignments.
Infor ma nts
be ing

as ke d

because,
work,

re po rt

that

to fill-in

although they

for

regard

c o l l ea gu es as

unfair

paid

for d o i n g

the extra
P ro ce du re s

v a r y a m on g d e p a r t m e n t s .

s u b s t i tu te s

hired,

me mb er s m a y v o l u n t a r i l y f i l l - i n .
the new language

m e mb er s

is d o c k e d a sick day.

for co v e r i n g su c h a b s e n c e s
cancelled,

f ac ul ty

ab se n t

are not

the ab se n t c o l l e a g u e

m a y be

some

or

fellow

Classes
faculty

Inform an ts state that with

facul ty me m b e r s are

less

1 ikely to fill-in

u n w i l l i n g l y for ab s e n t c o l l e a g u e s .

M is c e l l a n e o u s

W o r k i n g Co nd i t i o n s

The or iginal co nt ra c t pr ov id es that
will so lic it
number of
which
course

in

the course of

de p a r t m e n t a l d e c i s i o n s .

requi re this
offerings,

departmental
second

fa cul ty vie wp oi nt s

and

lengthened by
and workload,

The types

s ol i c i t a t i o n

are

scheduling,

u t i l i z a t i on

o b j e c t iv es and
s ub se q u e n t
the

the a d m i n i s t r a t i o n

internal

contracts,

inclus ion of

pl a c em en t

of d e c is io ns

1 isted and

list

include:

of

functioning.
this

ma ki n g a

funds,
With the
has

been

emp loy ee work ing con di ti on s

of d a n g e ro us eq ui pme nt

and wordin g

425
of posted s a f e t y n ot ic es
gai n

in c o l l e g i a l

(1981-84,

rig hts of the

p.

19).

This

is a minor

faculty.

E d u c a t I o n a I P o 11c i es
In

the

Fer ri s

co ntracts,

educational

ad d r e s s e d

primarily

e d u c a t i o n al

p o l i c y an d d e p a r t m e n t a l

refers

under

two

decision-making

different

is

subheadings:

procedures.

The

former

to d e c i s i o n s w i t h i n the Colle ge as a w ho le or one of
It speaks in gener al

its s c h o o l s .
policies

faculty may

faculty's

help

involvement.

procedures,

terms about

shape

and

the nat ur e

In the su b s e c t ion

the s p e c i f i c topics are
In

collegially.

chang es

in rights and power o c c u r r e d .

reduced and some e n h a n c e d

both

1 isted

handl ed

the

the type o£
of

the

on de p a r t m e n t a l
which are to be

subse ct ions,

a number

of

Some of the changes

faculty's

role

in e d u c a t i o n a l

decision-making.
Fro m a f a c u l t y perspective,
ar e a have been

regressive.

f a c u l t y 's right

Since the

in two w a y s :

(1)

de ci de d

collegially

has

of

in this

second contract,

to h e l p change ed u c a t i o n a l

reduced

effectiveness

most of the c h an ge s

p o l i c y has been

the range of topics which
been

narrowed,

f a cu lt y

involvement

Ferris'

c o n tr ac ts

the

and

m a y be
(2)

the

in such d e c i s i o n s

has

been r e d u c e d .
All

of

administration
e d u c at io na l

inform

policy.

the

facul ty

require
of

The A s s o c i a t i o n

that

proposed c h a n g e s
pr ov i d e s

forums

the
in
in

426
w h i c h f a c u l t y m e m b e r s d i s c u s s w i t h the a d m i n i s t r a t i o n
which have been
As s oc ia ti on.
and

rai se d by ei th e r

the

a d m i n i s t r a t i o n or the

T h r o u g h such d i s c u s s i o n s ,

participates

in

recommending

issues

the fa c u l t y

ch an g e s

in

reviews

e d u ca ti on al

policies.
Two r e v i s i o n s
in

wh ich

fa cu lt y

contract,
in

the

pol ic ie s

(1973-75,

range

of

top ic s

the

first

a m o n g the

b el ie ve s
7).

is

of

A s s o c i a t i o n makes

The

(1981-84,

p.

T ake n together,

word

range

of

in and

faculty "

"any

significance

is a p p a r e n t l y
provid e
ad di ti on s

(1981-84,

p.

to

for
to
13).

m a y raise

poli cy wh ich
the

this det erm in at io n,

to d i s c u s s

the

faculty”

not sp e c i f y
but

rather

"issues to co nc e r n to the

13).
these

two r e v i s i o n s

edu ca t ional

co lle gia lly .

"all" and

above

s u b s e q u e n t c o n t ra ct s do

the A s s o c i a t i o n

d i s cu ss ed

or iginal

the ad mi ni s t r a t i o n "

co nt ra ct s, which

faculty

that the

the

the

c o n t r a c t the A s s o c i a t i o n

p.

in

implied

ch a n g e s

(1973-75,

faculty"

in

informed by all changes

u n d e r t a k e n by

"p ro pos ed

discussion

permit

be

policy affecting

in

Association

or

subsequent

of

in st it uti ona l

for

First,

of the de c i s i o n s

7).

in the

Secondly,

participate.

pro po se d

p.

discussion

the range

"A ss o c i a t i o n shall

The wide
reduced

have re d u c e d

In the

pe rm i t t i n g

the

pol ici es

imply a
which

first contract,
A s s o c i a t i o n to

re du ct io n
might

be

using the
d e fi ne

what

427
po li ci es are of s ig ni fi c a n ce

to the

fa cul ty opened the

door

to col le gi a l d i s c u s s i o n of v i r t u a l l y a n y p o l i c y c h a n g e .
The p ra ct ica l

i na p p l i ca bi li ty of the

the a d m i n i s t r a t i o n

inform the

s im ila r

difficulty

to

the

retrenchment

language,

administration
reduction.

d i sc us s

The

difficult

howe ve r

fa cu l t y i nv ol ve men t
required

e x t e nt

p ar ti c u la r
number

of

of re la t e d

p.

(1973-75,

in

the

In

the

require

of p o li c y changes than are

in

participation

the de sc r i p t i o n s
Involvement.

of the

Acc or d ing to

f a c u l t y can pa r t i c i p at e

7).

The

"d i sc us si on
p.

second

7).

in " issues

and

ext en t
and

of

facul ty

d e b a t e . . .and

This s e e m i n g l y act iv e role
subsequent

in "the r e c o m m e n d a t i o n "

c o n tr ac ts

of ed u c a t i o n a l

to

policy

13).

These shif ts
involved at

policy,

by a

recommendation"

p.

did

a

p o l i c y d e c i s i o n has been reduce d

includes

(1981-84,

lead to

any

participation

participation

mig ht

the

in

the

(1973-75,

reduc ed

that

formation and recommendation of e d uc at ion al

that pr ec ed e the

is

earli er

for ed uc ati ona l

fac ul ty' s

al te ra ti on s

c on tr ac t

that

is

three c o n t r a c t s .

the nature of f a cul ty

first

polic y"

the

the

a d m i ni st ra ti on ,

in more types

e du ca t i o n a l

tim in g and
the

the

by

req ui re d

p r o v is io ns

in the s u b s e q ue n t

The

presented

w h ic h

for

that

A s s o c i a t i o n of all c h an ge s

a n v ch a ng e

earli er

re qu i r e m e n t

a

in wo rdi ng

later

imply that the

stage of the

first c o n t r a c t

the

f a cu lt y will be

decision-making process.

administration

will give

the

428
f ac ul ty

"adequate

(1973-75,

p.

7).

and t i m e l y

notice"

p.

p ro po se d ch an ge s

In the c u r r e n t contract,

pr e s e n t e d prior to i m p le m e n t a t i o n
(1981-84,

of

13).

Becau se

the

c h an ge s

" s h a l 1 be

for r e vi e w by the

r e s p o n s i b i 1 ity for c r e a t i n g

forums for d i s c u s s i o n rests wi t h the A s so ci at io n,
As s o c i a t i o n and not the
to a r ra ng e
Taken

a d m i n i s t r a t i o n which

for f a c u l t y m e m b e r s to

al to ge th er,

these

ed u c a t i o na l

policy

not

participation

of

of the

ti mi n g

of

fa c u l t y make

have

sufficient

time

One co ul d a rg ue

its c o n t r a c t ua l o b l i g a t i o n

informed of the
approval

the

informed of c h a n g e s

in d e c i s i o n s .

the a d m i n i s t r a t i o n has met
f a c u l t y is

is res po ns ib le

p a r t i c i p a t i o n of the

but

effectively participate

Board 's

in

that the f acu lty co uld be

it pos sible

it is the

presen t r e c o m m e n d a t i o n s .

r e v is io ns

n o t i f i c a t i o n and level of

faculty"

ch a n g e s a n y

time prior

the

changes.

f ac ul ty

in ma k i n g

The

in
to

that

if the
to

the

co l l e g i a l

e d uc a t i o n a l

pol icy

de c i s i o n s could be e f f e c t i v e l y e l i m i n a t e d .
It

would

seem

that

co n t r a c t u a l d e s c r i p t i o n s
facult y in vo lv em ent
to a m ajor

change

this

not

do e s

no

real

in

appear

this
the

scope,

in the facu lt y' s
to

be

ch a n g e s

in

the

nature and t i m i n g of

actual

the

change,
co l l e gi al

most,

autho r ity

to

However,

According

change has

According
at

role.

case.

this c o n t r a c t u a l

consequences.

interpretations,
re du ct i on

of the

var ious

in educ at ional decis ion would c o r r e s p o n d

i n f o r m a n t s ' reports,
or

these

both

had

to

little

parties'

en tai ls

a

of

faculty.

the

minor

429
Pe rh ap s

this

b ec au se the

ch an g e
original

a u t h o r i t y was
w ith the

has

had

little

language w h i c h

give

in place onl y two years

la nguage w h i c h

consequence

par tl y

faculty

before

implies a r e d u c t i o n

greater

be ing rep laced
in the

facul ty' s

involvement.
The
and

faculty formally

program

c o n tr ac tu a l

throu gh the

changes

Representative

Faculty

body

i nf lue nc es

w h i ch

Council,

recommendations

fa cul ty

Administrative
routinely

i nf or m an t s point

se eks

co ns i d e r e d
Ferr i s .

and that this
The

originated

f ac ul t y

informants

point o u t .

f a c u l t y 's

role

members' ex p e c t a t i o n s

little

c o l l e g i al

for

F a c u l t y inform an ts

p oi nt out

over

many

administrative

point

out that the

the

have

decisions.

that m a n y fa cu l t y me mb e r s seem

is

a

po li c i es

consequence

of

at Ferr i s .
pe r c e i v e d

P o s s i b l y the b u r e a u c r a t i c ethos which
b u s i n e s s and

only.

fa cu lt y and

faculty

e d uc a t i o n a l

P er hap s

ch ar ac t e r i z e s

chang es

is a d v i s o r y

that

in fl uen cin g e d u c a t i o n a l

powerlessness.

program

schools,

a p a t h e t i c a bo ut

partly

be ing

c u s t o m a r y pra ct ic e at

ch an ge s

are

authority

body.

are

both the c u s t o m a r y role of the

fa c u l t y

this

this

changes

infor ma nts

in e d uc a t io na l

T h e y report that

of the e f f e c t i v e n e s s

wh^n

and

Faculty

extra-

out that the a d m i n i s t r a t i o n

has been a

within departments

the

at F e r r i s .

th r o u g h

input

recommendations

of

an

unionization

In formants pr es en t c o n f l i c t i n g pi c t u r e s
of

po licies

recommendations

Advisory
pr ed ate s

educational

in dustrial

se tt i n g s

often

influences

430
the e x p e c t a t i o n s

of this

ap p l i e d business,

in dustrial or hea lt h a r e a s .

One minor
role

faculty,

i m p r ov em en t has

in h e l p i n g

w hi ch r el ea se

o b i i g a t i o n to

p r e s e n t pr op os ed

been r e d u c e d .

The

first

po s si bl e"

(1973-75,

contracts

have

Association

such prior

pr e v e n t

pr ior

the

in

minor

increase

some

in di c a t i o n

in

where

from thei r
facul ty has
parties

made

is

not

over

two

language,

give prior notice

extraordinary

revie w"

(1981-84,

co l l e g i a l

f a cu lt y

that the

The number of

consultation

current

p.

Some

circumstances

13).

This

authority.

often

now
has

al te r n a t i v e ,
faculty,

is

is more
however

i n e f f ec ti ve the f a cu l t y re co mm en da ti on s m a y b e .

informants

bargaining

is a

There

administration recently

belie ve

b e ca us e

the

presented

which

ad m i n i s t r a t i o n

on educati on al

the a d v e r s a r i a l

with

the

that

seek ing the C o u n c i l 's ad vi c e
more

which
to the

r e g u l a r l y seek ing the ad v i c e of the Fa c u l t y Council,
e f f e c t i v e or

in

fac ulty's

that the

Revi si on s

the a d m i n i s t r a t i o n
"except

the

c h an ge s to the

7).

re su l t e d

in

policy.

c o n t r a c t notes

p.

wh o m te ac h

the a d m i n i s t r a t i o n

sometimes

that

req u i r e s that

been made

to s ha pe e d u c a t i o n a l

ci r c u m s t a n c e s

"reco gn iz e

m a n y of

the

instigation

the

may

policy
of

administration

be

chang es

collective
with

the

mode of re la ti o n s h i p with

the

administration

may

be

less

comfortable.
At

the d e p a r t m e n t

imp ro vement

level,

in the c o l l e g i a l

there have

been two

rights of faculty.

minor

First,

a

431
ch an ge re d u ce d the p r o b a b i l i t y that
so lic it

only

contract

a

few

stat es

that

p. 11).

(1973-75,

facul ty role

the

on l y

"f ac u l ty

so me w ha t by
of

department

wording,

viewpoints.
views"

The c ur ren t

the r e c o m m e n d a t i o n s
of

me m b e r s

con tr ac tu al
co ll eg ia l

two

its re f e r e n c e

(1981-84,

p.

me mb e r s might

rights of the

in

the

s o l i c i t a t i o n of

With

18).

is

the

revised

the

of

chang es made
ad vi c e m a y

in
be

m a j o r i t y vote,

term.

the s u m m e r .

the ir d e p a r t m e n t

wh e t h er
need

in a m e e t i n g or

there

or not

is

fa cul ty who

to be c o n s u l t e d

or

in

the

issue at hand,

and whether

still

about

that the

form

of

a

the customs

the q u e s t i o n

is

in individual c o n t a c t .

a minor chan ge

a d m i n i s t r a t i o n mi gh t

wi tho ut

in their homes

Inform an ts also state

i n di vi du al ly

involved,

during the

were made

informants

d e p e n d i n g upon the

the d e p a r t m e n t

Second,

Among

in the summer

given

the

fa cul ty member s who were not

of o p in io n about

are not t e a c h i n g

in

cha ng e was made after some

that c h a n g e s

the opini on of

some di f fe r e n c e

meet the

faculty.

pol ic ie s

summer

to

a minor gain

in the summer but who were av a i l a b l e

d u r i n g the

raised

to

be co ns tr ue d

This

requirement.

s o l i c i t a t i o n of

of

be so li cit ed

"a m a j o r i t y of the a v a i l ab le mem bers"

me mb e r s sta te d

te ac hi ng

will

original

c o n t r a ct st r en gt he ns

I nfo rma nt s report that this

summer

The

it is less lik el y that s o l i c i t a t i o n of the views of

one or

fa cul ty

the a d m i n i s t r a t i o n will

reduces the p r o b a b i 1 ity that the

bypass the

f a c u l t y in the

proce ss

of

432
mak in g

decisions

contract,

affecting a

the a d m i n i s t r a t i o n

views when

c han ges

•'whenever po ssi bl e
the

are

is re q u i r e d

made

in the

and a p p r o p r i a t e ”

curre nt contract,

i.e.,

s o l i c i t a t i o n of

19).

This

to ob ser ve

These

two

s tr en gt he ne d
administration
solici t the

ch an ge s

the
is

vi ews

is

fa cu lt y

areas

listed

topic

p.

in

less

the above

principles,"

involved

in

(1981-84,

req ui re me nt

p.

is a minor

rights.

co l l e g i a l

lik el y to

of onl y

In

a g r e e d that

department

facul ty' s

11) .

has

faculty recommendations

in fa cu l t y co l le gi al

first

so lic it

(1973-75,

is s om ew ha t more s t r i n g e n t

improve men t

In the

to

the a d m i n i s t r a t i o n

"every eff or t will be made

facult y

department.

bypass

a few

pr oce dur es
role.
the

Now

fa cul ty

fa cu l t y members,

somewhat

more

have
the
or to

and

decisions

the
than

previously.

Grievance Procedures
Two c h a ng es
both

of w h i c h

have been
involved

made

losses

in gr i e v an ce
of rights

procedures,

of power

to the

faculty.
The more
an

im portant cha ng e

added r e s t r i c t i o n

grievances.

In

the third

cla us e has been added
only

"when

distinguished

the

on the

in the

A s s o c i a t i o n 's

and

which a l l o w s
A s s o c i a t i o n 's

from the

griev anc e

rights of

the c u rr en t

p r oce ss

right

to

is
file

contra ct s,

the A s s o c i a t i o n

a

to gri ev e

sp e c i f i c

rights,

as

individual

members

have

433
been vi ol ate d"
rights

(1981-84,

Colleg e

ded uc t

The A s s o c i a t i o n ' s sp ec i f i c

pro perty,

dues

from

and

c ol leg ial

bod y with w h o m

also be

the

members'

claus e

in

wh ic h

right to

inte rf ere nc e

the

individual

rights,

the

the

of

a

named as

a

and di scu ss

A s s o c i a t i o n under
not

of

is

will meet

The A s s o c i a t i o n co ul d
nor

the Colle ge

Violation

the A s s o c i a t i o n
the Co ll e g e

gr i e v e d by

have

paychecks.

provlsion.

v i o l at io n

from

the right to post notic es and hold me et ing s

co ntr act

might

23).

include such p r o v i s i o n s as f r e e d o m

of the College,
on

p.

co ul d

collegial

this new

grieve v l o l a t i o n s of
Association

r ights

of

grieve

individuals,

de pa r t m e n t s or f a c u l t y c o m m i t t e e s .
So me tim es an

individual,

a

departmental

fa cu l t y

facult y c o m m it te e hesitates to pur su e a gr ie va nc e
behalf.

Some

reprisal;

for

example,

have

Even secure,

tenure d

because d o i n g

m ay

or

r ep ri ma nd s

fa cul ty

Whe n

c o m mi tt ee are

be so

diffused

member or gr ou p of fa c u l t y me mb e r s

to
or

evaluations.

ma y deci de

ha rm their cong en ial
or d e a n s .

members

or poor

fa cu l t y me m b e r s

heads

a department

probationary

rec ei ve d

so would

with d e p a r t m e n t

co ns eq ue nc es

on its own

fa c u l t y me mb er s are p a r t i c u l a r l y v u l n e r a b l e

m em ber s who

of

or a

not to file

r e l a t i on sh ip s

the c o l l eg ia l rights

violated,
that

the

no sing le

negative
fa cu lt y

is suff iciently m o t i va te d

to pursue a g r i e v a n c e .
If the A s s o c i a t i o n can no t grieve
or

fearful

individuals,

departments

on behalf
or

of re lu cta nt

co mm itt ees ,

the

434
rights
have

involved m a y be
been

se cu re d

th ro u g h

gradually

eroded.

int eg ri ty

of c o n t r a c t

the n e g o t i a t i o n
con sequences,

lost.

The

F a c u l t y rights and power which
contract

broadest

negotiation

issues

at stake

p r o v i s i o n s and the

process.

Becaus e

of

may

be

are

the

effectiveness

of

its p o t e n t i a l l y broad

this r e s t r i c t i o n of the A s s o c i a t i o n 1s right to

file g r i e v a n c e s

is c a t e g o r i z e d as a

major

loss of co l l e gi al

power.
F a c u l t y and a d m i n i s t r a t i o n
s i g ni fi ca nt c h a n g e .

Faculty

i nf orm an ts

regard this

inform ant s state

that the new

p r o v is io n cr e a te s p r ob l em s

in e n f o r c i n g the con tr ac t

some

fa cul ty

gr ie v e

for

fear

he s i t a t e

of

to

retaliation

or

v i o l a t i o n of

b e ca us e
more

the

grievance.

long

run than

informants

point

As so c i a t i o n to
membe rs

winning
out

a

it is

that

involved

do

not

think

rights

be lie ve

b en ef ic ia l

that

to them

in

Administrative

inappro pr ia te

grie ve a l le ge d v i o l a t i o n s

because

their

th ey

a d m i n i s t r a t i v e go o d will m a y be

as a

for

when the

the

fa cul ty

the ir

r ights

have

been

had

been a

relatively

violated.
Inform ant s
small number
a ca de mi c

involved

during

filed and

w hi ch
se ve n

layoff and other

informants
tactic on

that

there

g r i e v a n c e s and a r b i t r a t i o n s

year,

grievances

re po r t

believ e
the part

the

there

prior

were

about

arbitrations.

pe r s o nn el a c t i o n s .
Increase

may

of the A s s o c i a t i o n

to the

be the

last

t hi rt ee n

Some of

these

Administration
result

to de mo n s t r a t e

of a
the

435
need

for

c on tr ac t r e v i s i on

co n t r a c t

n eg o t i a t i o n s

informants

b el iev e

arbitrations

this

that

reflec ts

in creased

pr ob l em s or

point out

that

in p r e p a r a t i o n
summer

the

in crease

increased

in gr i e v a n c e

a r e q u i r e m e n t that all

When a number

p ar ti cu la r
actually

r ed uce s

of

awareness

the

s o me wh at

me mb er s who do

the

can

awa rd

identified

individual

(1981-84,

are a f f e c t e d
now o n l y

p.

by a

those who

from

may r esult.

wha te ve r

This

change

for

fa cul ty

protect ion

not griev e v i o l a t i o n s

loss of

is a d d i t i o n of

benef i t

co nt r a c t u a l

in for man ts

s o m e t i m e s make

p r oc ed ure

viola ti on,

gr ievance

or

not e a s i e r .

fa cul ty me mb er s

d i s p o s i t i o n or

is a minor

g r i e v a n c e s and

Association

gr i e v an ts be

al l e g e d co nt r a ct
si gn

favorable

in

facul ty

violations.

of

Associations

favorable a r b i t r a t i o n award s

The s e co nd cha ng e

the on set

(1984).

c on tr ac t n e g o t i a t i o n s more d if fi cu lt ,

23).

for

of their r i g h t s .

This

rights.

Total of Changes at Ferris State College
At Fer ri s
have

been

State Colleg e

made

in

co n t r a c t was s i g n e d .
total

and

of t w e n t y - n i n e c h an ge s

righ ts since

ch an ge s a weight

thirty-seven.
F.S.C.

of one,

fourth am on g

a weight

the w ei gh te d

Of this wei gh te d total,
ranks

the

origin a l

If the sev en major ch a n g e s a m o n g this

of t w e n t y - n i n e change s are g iv en

the minor

gains.

power

a total

78%

the nine

the p r o p o r t i o n of c o nt ra ct change s w h i c h are

of two and
total

involve

is

fa c u l t y

ins tit ut io ns

in

f a cu l t y g a i n s .

CHANG ES AT L A K E S U P E R I O R S T A T E C O L L E G E

In t r o d u ct io n
Lake

Superior State

College,

2,820 and a fa cul ty of 95,
public

col le ge s

Departm ent
organized

of

and

is

wi t h an

the s m a l le st of the

universities

Ed uc at io n

in

Michigan

1960-1983).

for the p ur pos e

en ro l l m e n t

Its

The Co lle ge

is

of old Fort Brady,
1944,

when

University
p.

15).

In

es ta bl is he d
University,
miles

a

Lake Su pe r i o r
Lake

Lake

Colleg e was

branc h

of

1970 the Co l l eg e

from

the

v a ri e t y

in

liberal arts,

science,

areas as well as a ma ste rs de g re e
L.S.S.C.
growth

of the

study,

both

located about
In 1966,

was

and

250
the
in

Michigan Technological

state c o l l e g e .

of

1983-4,

C o ll eg e

fo ur-year degrees,

a u to no mo us

degrees

from 1822 to

Te c h n o l o g i c a l

College.

offer

was se p a r a t e d

offers a

State

i n st it ut io n

U n i v e r s i t y and made an
Co ll eg e

institutions.

College

M ic hi ga n

Super ior State

a ut ho r i z e d to

State

Su pe ri or

an Upper P e n i n su la

from

in 1978,

was g i v e n to M i c h i g a n T e c h n o l o g i c a l

1946,

as

who

in Sault S t e . Ma ri e at the site

which had been an a r m y post

(Catalogue,

(Michiga n

of c o l l e c t i v e b a r g a i n i n g

located

its p r o p e r t y

four-year

faculty,

are the most r e c e n t l y o r g an iz ed a m o n g the same

of

ba chelor and

Currently
as s oc ia te

and t e c h n i c a l / v o c a t i o n a l
in b u s i n e s s .

has had one of the hi gh e s t rates of e n r o ll me nt
col le ge s and
in

the

universities

1960's

436

and

since

included
1970

in this
(Michigan

437
Dep ar t m e n t of E d u c a t i o n

1960-1983).

From 1960 to 1970,

C o l l e g e ’s en r o l lm en t s gr ew from 486 to 1,668.
of 243%

is g re at er

p ub l i c

four-year co ll e ge s

and

ins ti tu ti on and

the rate

The L.S.S.C.

the Na ti on al
The

wh ich

is

cou rs e

with the

informal

(Douglas

administration

Each co nt ra c t
and

use of

c u rr en t

have

in

r e s p o n se

mediation.

auth or ity

curre nt

fact-finding

t entative
before

ei gh t

ag ree me n ts

but also

made

to

course of
was

of

1983-86.
but

in the
in

negotiations.
ne go ti a ti on s

n e g o t i a t i n g the

also

used

and

was

Of the t w e n t y change s
n e g o t i a t i o n of
these

by the two

fact-finding.

three

did eng ag e

stalle d

dur ing

(40%)

reache d

after

co nt r a c t

some e x t e n t .

and rights

contract,

1981-83 and

of

p. 17) .

negotiated

s e ver al months of

In the

a p p a r e n t l y e f f ec ti ve to
in

first

has re qui re d

contract,

in 1978

1983,

have never struck,

ne go t i a t i n g the
pi c k et i ng

than the

M i c h i g a n E d u ca ti on A s s o c i a t i o n

facult y at L.S.S.C.
of

the e n r o l l m e nt s

to become or g a n iz ed

co n t r a c t s c o v e r i n g the years 1978-81,
The

to an

5 .4%, for all of the i n s t i t u t i o n s .

f ac ul t y voted

and

from a

dur ing which

much gr eat er

E d u c a t i on A s s o c i a t i o n

f a cu lt y

Michigan.

from a bra nc h co lle ge

di d not change,

of 69%,

a ve rag e rate of growth,

in

F r o m 1970 to 1983,

pe ri od the C o l l e g e 's status

and a ff i li a te d

u n iv er si ti es

for the

status c ha nge d t w i c e :

L.S.S.C.'s

a u t o n o m o u s state c o l l e g e .

g r e w at

increase

than the 100% av e r a g e gr o wt h rate

Du r i n g that period,
two to four-year

This

the

ch an ge s

the
were

parti es p r i m a r i l y

Three

ch a n g e s

(15%)

438
were

te n t a t i ve a g r e e m e n t s

sessions.

Nine

suggested

in the

parti es

finally

findi ng

the c h a n g e s

f a c t - f i n d e r 's

agreed

d i d not

difference

of

reach ed d u r i n g

to

fact-finding

were

compromises

w r i t t e n report

t h ro ug h

favor either

in the

(45%)

the

ra ti fication.

side.

There was

when

comparing

of t w e n t y - o n e c h ang es

ch an ge s

was made

in the

mo nt h s of n e g o t i a t i o n
the

over

pr o v i s i o n

for

parties'
c ha ng es

finding.

been made since
O n l y one of

second c o n t r a c t .
that contract,

p a rt ie s a g r e e d to r e tu r n

regard to

have

original c o n t r a c t .

r a t i f i c a t i o n of the

Fact­

co nt r a c t

a g r e e d upon before with those ag r e e d upon after

the

a l m o s t no

ex t e n t to which one or the other

p r o po sa ls were a c c e p t e d

A total

which

After

during

the

these
se ver al

mediation

to the ori ginal c o n t r a c t wi t h

rights and authority,

m a k i n g on l y

one minor c h a n g e .
Of the total of t w e n t y - o n e c ha nge s
of n e g o t i a t i o n s
were

chang es

primarily
changes.

of the two s u c ce ss or
in

procedures

in layoff and
The

two

a d m i n i s t r a t ion the
and

taking away

contracts,

mo s t

(62%)

decisions,

in e v a l u a t i o n .These were

all minor

chang es were

auth or ity to grant
the d e p a r t m e n t a l

curriculum chan g e s .

in the pr o c e ss

e mp lo ym en t

major

for

made

giving

the

d i s c r e t i o n a r y raises

fa culty's veto

power

in

439
Employment Pecisions
A total

of t h ir t ee n changes,

rights or a u t h o r i t y e nt ai le d
em plo ym en t

status.

members;

In cl ud ed

e va lu at io n
latitude

of

c la ri f y i n g

were

made

in

in policies for d e c i s i o n s about

al t e r a t i o n of the d e p a r t m e n t a l
facult y

all minor,

among

these

ch a n g es

facu lt y' s role
which methods

are:

in h i r i n g new

m a y be

used

in

fa cul ty m e m b e r s ; allowing a d m i n i s t r a t i o n more

in

g ra nt i ng

promotions;

and

altering

the

administration's a u t h o r i t y in layoff and recall.
C o n fl ic ti ng
language

on

i nt er p re ta ti on s

layoff

and

a r b it ra ti on hearings,

of the original c o n t r a c t 's

promotions

gave

d i s c u s s e d below,

rise

to

and re su l t e d

three
in some

of the ch ang es e x am in ed h e r e .

Amoi-PiLmejQJts
In the p ro ce du re s
change s have been
the
time

faculty's

Under

advisory r o l e .

advise,

for hiri ng ad ju nc t

the or iginal

pos sible
and

meet wi th

for

faculty

candidate”

the d e p a r t m e n t

the ba rg a i n i n g unit,

in o n e .

full-time

the d e p a r t m e n t head

the

hir ing f u l l ­

in two of the ch ang es

when

individual

three

the s t r e n g t h of

instr uct ion s

contract,

with

Under these pro ce du re s
member of

Procedures

have been a l t e r e d

membe rs were to be hired,
wheneve r

fa cu l t y members,

m a d e , two of wh ich reduce

facult y me mbe rs

and pro ce du re s

for a p p o i n t i n g

"shall c o ns ul t
m e m b e r s ... to

(1978-81,
head,

recommended

facul ty

who

three

p.

13) .

is not

a

ca nd i d a t e s

440
and

not if i ed the

department

of

his r e c o m m e n d a t i o n s .

r e c o m m en da t io ns were sent to the Vice P r e s i d e n t
Affairs

The

for A c a d e m i c

for a d m i n i s t r a t i v e action.

Ch a ng es

in these

recommendation which
head.

First,

co mm itt ee

to

is d i s t i n c t

the c u r r e n t
be

applications

pr oc ed ur es a l l o w the

and to

from that of the d e p a r t m e n t

contract

g i v e n at

fa cu lt y to make a

least

pr ov ide s
a

week

for
to

a facul ty
review

written r e c om me nd at ion

make a

all

to the

d ep ar tm en t h e a d .
Second,
involvement

the '’whenever

is e l i m i n a t e d and

is now mandatory.

Third,

w r itten st at em en t
With these

p o s si bl e"

of

the

involve me nt

the d e p a r t m e n t a l

the d e p a r t m e n t

changes,

the

l im it at io n on

the head wr i t t e n n o t i f i c a t i o n

of the

The

is

result

is that

can di da te s who

now

were

it

recommendation.

faculty,

mak es a wr itten r e c o m m e n d a t i o n

committee,

th ro ug h

and rec ei ve s

its
from

h e a d 's r e c o m m e n d a t i o n .

a matte r

r e c o m m e n d e d by

faculty

fa c u l t y receiv e a

head's

departmental

of the

fa cul ty

of

rec or d which

each p a r t y and

to what

extent the d e p a r t m e n t 's r e c o m m e n d a t i o n

was

followed by

head.

in

the auth or ity of

This

change

the d e p a r t m e n t a l
The
expan d
original

is a minor

faculty.

onl y as pe c t
the

inc rease

the

of

departmental

c on tr a c t ' s

me e t i n g c an di d a t e s

the new
f a c u l t y ’s

re f e r en ce

p r o v i s i o n wh ic h
role

to the

is d r o p p i n g

department

in the c u r r e n t c o n t r a c t .

loss of the a u t h o r i t y of the d e p a r t m e n t a l

d o e s n ’t

This

faculty.

the

member s

is a minor

441
A

third

change

in

a p p o i n t m e n t p ro ce du re s

hir in g of

ad j u n c t

mu c h more

f r e q u e n t l y than

time

faculty,

ad ju nc t

instructors.

but

the

Ad ju n c t s

course-by-course
advisory
som ewh at

the p r o c e d u r e s

in sti tut ion al

are

pa r t - ti me

basis.

role

in

lessened.

Before,

departmental

is to

13-14).

departmental
list

or

m ay

fa cu lt y

if the

(1983-86,

p.

departmental

hire

an

the

app ro val

This

on

a

f a c u i t y *s
has

been

fa cul ty a p p r o v e d
basis.

Now

of
a

be a p p r ov ed bv the spri ng
(1978-81,

p.

13;

instructor

"in the a b se nc e
the

chan ge

1983-86,

unlike the old,

adjunct

individuals on

14).

of

an

of the

hi red

instructors

Under the new provision,

administration

full­

of hir ing

on a c o u r s e - b y - c o u r s e

of q u a l i f i e d a d j u n c t s

hiring

instructors

ad ju n c t

the

are used

employment

The s t r e n g t h

of the year wi th i n each d e p a r t m e n t
pp.

for

impact

hir ing

each such a p p o i n t m e n t
list

These pr oc ed ur es

is less be cau se of the s h o r t - t e r m

adjunct.

alters

list
is

without

of a c u rre nt

are
a

the

un av ai la bl e"

minor

loss

of

fa cul ty author i t y .

Evaluation
Ann ual ev al u a t i o n s are c o n d u c t e d of all
by

the

department

bargaining u n i t .
e va lua t ion
improved

led

heads,

who

are

not

fa c u l t y me mbe rs
me m b e r s

C o n t r o v e r s y over p ro ce du re s
to

three

individual rights

a d m i n i s t r a t i v e author i t y .

co n t r a c t

ch ang es

of f a cu lt y me mb er s

to

of

be used

whi ch

the
in

either

or r e s t r i c t e d

442
Classroom
restricted.

vis it s

by

the

In this change,

department

head

"among others"

rep laced by a list w h i c h the d e p a r t m e n t head
con si st s

of c o u r s e

syllabi,

(1978-81,

student e va l u a t i o n s

use of c l a s s r o o m v i s it a t i o n s
in the ori ginal c o n t r a c t
the

curren t

d ep ar tm en t head
facult y

but

p.

16) .

tenure d

This

is

sampl es

of tests

and
The

is e x p l i c i t l y ci rc um s c r i b e d

Now

not

w it hou t the co ns en t of

"shall" use and

was a m o n g the su g g e s t e d methods

classroom

m a y be used for

members,

has been

15; 1983-86, p. 1 6 ) .

p.

but

contract.

been

the e a rl ie r co nt ra ct *s list of

ev al u a t i o n me th od s wh ich m a y be used

which

have

by

the

e v a l u a t i o n of p r o b a t i o n a r y

for a

tenur ed

the te n u r e d

a minor

visits

in

facul ty

(1983-86,

fa c u l t y mem be r

increase

in

member

the rights

of the

f a c ul ty m e m b e r s .
in the c u r r e n t contract are p r o c ed ur es

Added

when the c l a s s r o o m

made, which

include a

pre­

visit c o n f e r en ce during w h i c h the head and the evalu ee

"will

d e v e l o p a 1 ist of weighted

mutually
the visit"
evalue e

(1983-86,

to

contracts.

p.

append

C l a s s r o o m visits

past,

visi ts are

to be used

When

16).

remarks

visi ts

to

were

r ights.

the

of

used

i m p r ove me nt

to be used

vis itation

for

report.

under the earlier
evaluation

in the

m e m b e r 's wr itten

of the p r o c e d u r e .
in the

in

is the right of the

cr iter ia and

not r o u t i n e l y part

inclusions are a minor
mem ber 's

Also ad de d

were not r o u t i n e l y used

mutual d e v e l o p m e n t

co mm e n t s were

c r i t er ia

individual

These
facul ty

443
Also
that

a d d ed

in

the c u r r e n t

me m b er

s ub se qu en t ev a l u a t i o n s "
minor

in

c on t r a c t

in a t i m e l y man ne r or d i s r e g a r d e d

p. 16).

(1983-85,

was

re so lv ed by

of a m b i v a l e n t

led to a number
the

cla us e of

department

of

department

language

heads

ev al uat ion ,
the e a rl ie r

the

head

and

consultation"
contended

that the

evaluation

for

which

approval.

The

the earli er

p. 15).

be

s t ud en t

heads must

sho ul d

of

include

the

faculty

use m et hod s

facul ty

clause

contained

the

e v a l u a t i o n s . . .and

the d e p a r t m e n t a l

which

to

the

initiated by the

In contrast,

f a c u l t y cited the

contracts

sel ec t

pr ec ede d a 1 ist

other me tho ds

department

w hi ch

to

a d m i n i s t r a t i o n ref er re d

a m on g

the

To su pp or t their cl aim

had aut ho r ity

contracts

(1978-81,

in

the earlier c o nt ra cts

in

grievances.

. . .course s y l l a b i , . . .visitations,

of

had voted

in the a p p e n d i x of

the

evaluation

form

i n s tr uc ti on s to the d e p a r t m e n t head for use of the form.

Among these

instr uc ti on s was the p r o vi si on

must be

(Appendix
this

is a

This c o n t r o v e r s y was

o pt ional m e t h o d s : "All e v a l u a t i o n s shall

used

in

m e th od s shall be

specifying

w hi ch m et h o d s shall be u s e d .

m et hod s of

and

This cha ng e

over who d e c i d e s wh ic h

evaluations

the result

that

the pr ov isi on

r e s t r i c t i o n on a d m i n i s t r a t i v e authority.
A controversy

and

is

"student c o m p l a i n t s . . .shall be brough t to the a t t e n ti on

of the a f f e c t e d

used

c o n t ra ct

approved

C 1978-81,

faculty claim

by a
p.

1) .

b y s t at in g

majority

that

"The devic es

of the

department"

Administrators
that this

r e s po nd ed to

s e c t i o n re fe rr ed

444
on l y

to

the

evaluation

st ud en t

methods

h e a d ’s sole

A c c o r d i n g to

members

the c u rr en t

be a p p r o v e d

course syllabi,

use

(1983-86,

of

(1983-86,
head

at the

particular

other

department
w h e n the

fact-finding.

"forms st ud e n t s

use to

by the majority

of the

p.

16).

"shall

In c o n d u c t i n g

rev ie w the

of tests...,

s a mp le s

p. 16).

that

issue was r e s o l v e d

contract,

the d e p a r t m e n t

evaluations"

and

selected

This

of the d e p a r t m e n t "

m e m b e r 's

be

form

tentative a g r e e m e n t dur ing

f a c u l t y must

evaluations

the

could

dis cr et io n.

parties reached a

ev al u a t e

evaluation

faculty

and stude nt

This change, w h i c h m a n d a t e s

methods

of

ev al ua ti on ,

is

a

compromise.
This

bilateral

decision

n e g o t i a t i o n re pl ac ed
parti es

be li e v e d

It is not
practice,
not.

can n o t

uni lateral author ity

the or iginal

some

g r l e v a n c e over
negotiations.

be c a t e g o r i z e d

this

Before

both

this a g r e e m e n t

been the s u b j e c t
s u c ce ss or

had been

agreeable

evaluation

increase or

both

to them.
In

and some did
the

this change

decrease

f a c u l t y nor d e p a r t m e n t

A

in

the a ut ho ri ty .

ambiguity,

of m u c h d i s c u s s i o n

gi ve n the

which

was u n r e s o l v e d at

was reached,

contracts.

c o m mi tt ee

issue

Due to this
as an

reached

c o n t r a c t had g iv en

d e p a r t m e n t s voted over m et ho ds

a u t h o r i t y of the d e p a r t m e n t a l

had

metho ds

know which p a r t y a c t u a l l y had

The

onset of

the

over

evaluation

of

the

head.
metho ds

in n e g o t i a t i o n of

faculty/administration

task of

developing mutually

p r o ce du re s dur ing

the negot iat ions of

445
the

current

contract.

c o m mi t t e e w e r e
ea rli er

The

pr oc e d u r e s

significantly

contracts.

This

different

developed
than

those

c o m m i t t e e 's proposed

by

the

of

the

procedures

were e n d o r s e d by the A s s o c i a t i o n E x e c u t i v e C o m m i t t e e but not
by the

a d m i n i s t r a t i o n and,

therefore,

were not

incor po ra te d

in the c ur r e n t c o n t r a c t .

P ro m ot i on s
Provisions

for

pr om o t i o n s

p r o c e d u r e s have

su bj e c t of two a r b i t r a t i o n h e a r i n g s .
made

in

these

procedur es ,

partly

be en

Two ch ang es have
in

res pon se

the
been

to

the

pr ov id e

some

arbitration a w a r d s .
The a w a r d s
insight

into the

co l l e g i a l

implicit r e s p o n s i b i 1 ities of the m e m b e r s

review committees

li mi ta ti ons
which

of these a r b i t r a t i o n hea rin gs

on the

is

implied

committees.

final
by

to act

author ity ve s t e d
the ex i st en ce

In both he ar in gs

A c c o r d i n g to the contract,
P r o m o t i o n s Committee,

r ec om me nd s
C o m m it te e
me mb er s

of

pr om ot i o n s
is c om po se d

e le cte d by the
C o m mi tt ee

all

c o l l eg ia l

w h ic h

u n i t ) and

(1978-81,
faculty

p.

revi ew

found that the
authority.

k e y com mi tt ee

is the All-

reviews e v id en ce

of three d e pa r t m e n t

fa cu lt y

re vie ws

of

its con tr ac tu al
a

and the

in the Pres i d e n t ,

to the a d m i n i s t r a t i o n .

the b ar ga in in g

faith

the a r b i t r a t o r s

a d m i n i s t r a t i o n had o v e r s t e p p ed

C ol le ge

in good

of

and

The Pro mo ti on s

heads

(who are not

three

fa cu lt y member s

16).

The

me mb er s who are

Pr om o t i o n s
e l ig ib le

on

446
the bases of

ye ars

well

other

as a n y

in rank

and e d u ca ti on al atta inment,

fa c u l ty me mb e r s

r e co mm en de d

c o n s i d e r a t i o n be c a u s e of their a c h i e v e m e n t s .
the

av a i l a b l e

candidate.
recommend
Under
the

evidence ,

Candidates
promotion

the

are

placed

Academic

heads

Affairs,

recommendations
recommendations
In

the

to

re vi ew ed

the

President,

hea ring,

the Association's

m us t

be

promotions

the

was

the

in

The

Vice

fo rwarded

who

to

for
the

presented

his

aw ard agree d

all pro mo ti on s

list

to

for their a p p r o v a l .

gr ant ed

recommended

a r bi t r a t o r

error

President

and

c l a i m that

list.

list was sent

a r b i t r a t o r 's

p r om o t i o n s

Committee.

administration

the

who

with

Promotions

then

each

promotions

the p ro mo ti on s

and

on

of the C o m mi tt ee

the

to the Board of C on tr ol

first

from

on

early

Up o n re vi ew in g

votes

for wh o m a m a j o r i t y

the or ig in al con tr act ,
department

Co mm itt ee

for

as

found

granting,

by
that

a mo ng

the
the

others,

to a few fa c u l t y m em ber s who were not r e c o mm en de d

for p r o m o t i o n by the C o m m i t t e e .
In the se co nd a r b i t r a t i o n hearing,
year,

an a rb it r a t o r

contract
the

in two w a y s .

Promotion

found
First,

Committee

that the

dur ing the

Colle ge v i o l a t e d

the a d m i n i s t r a t i v e
had

not

au t h o r ity

Second,

the

President

in r e f u s i n g to grant a n y

had

the

members

discharged

r e s p o n s i b i 1 ities when t h e y u n a n i m o u s l y voted to
candidates.

fo llowing

of

their

promot e all

o v e r s t e p p e d his

promotions at a l l .

The

awa rd d i s c u s s e d what had h a p p e n e d e a r 1 ier that year wh e n the

447
Promotions Committee
c om po se d

the

met.

The th re e d e p a r t m e n t

administrative

qu e s t i o n s a bo ut the

half of

these q u e st io ns

format to

use

promotion,

but

not sa t i s f l e d
heads

with these

thirty-two
left

and d e v e l o p e d pr oc e d u r e s

and

April

f a c u l t y m em ber s of

r e s p o n s i b i l i t y for reviewing,

field

final fifteen

to the

the

30, 1982,

d e p a r t m e n t heads

f a c u l t y m e mb er s

sent to the A c a d e m i c

his r e c o m m e n d a t i o n s

to the P r e s i d e n t .

completed

would be

constraints

re c om me nd ed

list.
was sent

the

their

re co mm e n d a t i o n s ,

no p r o m o t i o n s

that

(A rb it r a t i o n Award April

uncooperative

actio ns

me mb er s of the P r o m o t i o n s

year

the

due

30, 1982,

of the three

Commit te e;

for

Bef or e the d e p a r t m e n t

by the

Pres ident

C o nt ro l

that

to financial
pp. 17-21).

The A s s o c i a t i o n g r ie ve d that the c o n t r a c t was
by the

to

Vice P r e s i d e n t

no ti fi ed the d e p a r t m e n t heads and the Board of
there

to assume

for their r e v i e w and r e c o m m e n d a t ion and was

to be s u b s e q u e n t l y

heads had

This

d e l i b e r a t i n g and r e du ci ng

fifteen fa c u l t y m e m b e r s

list of

for all

p. 8).

Committee

for p r o m o t i o n and pla ce d on the p r o m o t i o n s
This

thirty-two

unanimously

the

for

three d e p a r t m e n t

among

voted

and a

were a p p a r e n t l y

The

decisions.

discriminate

promotion

legal

candidates

d e p a r t m e n t heads

( A rb it ra ti on Award

the three

the

to

for

raised

The C o m m i t t e e a t t e m p t e d

c o n s i d e r i n g and c o m p a r i n g

the three

r e fu se d

candidates

the

in

the C o m m i t t e e

c r i t er ia to be used and a bo ut the

l i a b i l i t y of the C o m m i t t e e m e m b e r s .
to resol ve

heads who

vi olated

department

head

i n t er ru pt io n of

448
the revi ew
to grant

process due

to the

a n y p r o mo t i o n s

f inancial

constraints

promoti ons ,

P r e s i d e n t ’s u n t i m e l y refusal

and b y
as

the

an e x p l a n a t i o n

the P r e s i d e n t 's
reason

for

wi t h wh ic h the

ci t in g of

not

gr an ti ng

A s s o c i a t i o n took

issue.
In his award,

the

ar bi t r a t o r

and s u s t ai n ed the grievance.
a war d that

found

for the A s s o c i a t i o n

The ar bi tr at or stat ed

by im pl ic a ti on the Pr om ot io ns

priraary b o d y

in d e t e r m i n i n g who s h a l 1

Co mm itt ee

in his
is "the

be promo te d" because

this Committee,

w h i ch re pr e s e n t s both parties equally,

the

rev ie w

t ime

to

(Ar bitration

Aw ard April

heads and the
be

all

al lo we d

on

1982,

31).

p.

make

decision.

deal of weight

and the
the

Ac c o r d i n g

to

Pr o mo t i o n s

A war d A p r i 1 30,

re co m m e n d a ti on s

(Arbitration

1982,

pp.

31-33).

res ul t

funds were

necessary,

or

"should be ac co r d e d a

C o m m i t t e e 's

would

gr a n t i n g

the

to d i s re ga rd

c o n s e qu e nc e s

ar b it r a t o r

ar bi trator,

the

"strong reasons"

would not be

The

to

have

u n ce rt ai nt ie s

explaining why

the

prior

in d e t e r m i n i n g who should be promoted"

Pr e s i d e n t mu s t

wo ul d se e m

cand idates

The d e p a r t m e n t

their r e c o m m e n d a t i o n s

Pr o m o t i o n s C o m m i t t e e 's r e c o m m e n d a t i o n s
gr eat

all

Vice President for Ac ad emi c Affairs must also
to

P r e s i d e n t 's

30,

ev id e n c e

takes

sta te d
denying

sufficient.
from

the

pr om o t i o n s

financial

Showing how adverse

ma k i n g

spent other than

a c c o r d i n g to
that

Si m p l y citing

p ro mot io ns

and

for promot ion s

the a r b i t r a t o r ' s a w a r d .
Pres i d e n t ’s aut ho r ity
"while

not

in

explicitly

449
circumsc rib ed ,

is

certainly

(Arbitration Award A p r i 1 30,

i m pl ic it ly

1982,

p.

In ac cor d an ce wi t h the award,
rec on ve ne d

and

r e c o m m e n d ed

for

ci rc um s c r i b e d

32).

the P r o m o t i o n s
promotion

C o m mi tt ee

severa l

faculty

me mb er s who were s u b s e q u e n t l y gr ant ed p r o m o t i o n .
In this

a r b i t r a t i o n award,

is used

to

help make the

letter

of the c o n t r a c t u a l

spi rit

of the

d e m o n st ra te s
have

effe cti ve

pr ov is io ns

although contractually
administration.

as

to

the

This award

and

well.

the c o l l e gi al

authority

of

"good

d i s t i n c t i o n be twe en

p ro vi s io ns

that

the notion

com mi tt ee

formal

ful fi ll in g the

fulfil lin g the
The

d e t er mi ne

faith"

award

ma y

also

implic itl y

ce rt ai n

outcomes

d e c i s i o n rests with

the

is simila r to that at Ea st er n

which the F a c u l t y e v a l u a t i o n was

to be given great weight

in
in

perso nn el d e c i s i o n s .
In

the

c o n t r a ct

ar b i t r at io ns,

two

negotiations

ch ang es

the pr o v is io n was added
or other
to this

that

co nsi der ati ons ,
list.

18).

This

administration

change

address

ga in
the

in

followed

in author i t y .

the C o lle ge m ay

list
lifts

to promote o n l y

shall
the

add other
all

c o nc er n

First,

restriction

1983-86,
upon

facul ty r e c o mm en ded
and

that

faculty

f ac ul ty on the

be promoted"

the

by the

is here cl as s i f i e d as a

a d m i n i s t r a t i v e au thority.

f a cu lt y

these

"because of a f f i r m a t iv e act io n

co l le gi al Pr omo ti o ns Committee,
minor

made

If such f ac ul ty are added,

final P ro mo ti ons C o m m i t t e e
p.

were

which

if

The
the

change does

administration

450
pr om ot es

f ac ul ty

pro mo ti on s will
the

list.

m em be r s who

are

not on

be made at the ex pen se

Now

if

the a d m i n i s t r a t i o n

the

list,

these

of those who are on
wishes to pr omo te

a

facul ty member who has not been r e co m m e n d e d by the coll eg ia l
committee,

all who are so r e co m m e n d e d must also be p r o m o t e d .

In

the

n um be rs

of

designated

second

change,

f ac ul ty
and

(1983-86,
its

pp.

task,

for

17-18).

the

Pres ident

and

g i v e n the

ju dgmental cr it e r i a

a new

administrative
task

of

for A c a d e m i c

A f fa ir s

The

function as

exc ep t that

cr it e r i a to be u s e d .
involved
decisions

Committee.
will have

at one

Under
broader

the

level,

For this reason,

by

the

Vice

Pres ident of

it does

not d e v e l o p

this change,

the

to be used

the level

procedu re s,

ap pli c a ti on ,

made by a d m i n i s t r a t o r s as

ranks"

P r o m o t i o n s Co m m i t t e e co n t i n u e s

Prior to

new

"specific

v a ri ou s

de v e l o p e d

in d e t e r m i n i n g the c r i t e r i a
only

was

fails to co mp le te

and the

F a c u l t y As so ciation.

equal

members,

the

If this c o m m i t t e e
will be

with

establishing

p r o m o t i o n to

criteria

before,

co m m i tt ee

to
the

f a cu lt y was
in prom ot io n

of the

Pr om o t i o n s

cr iter ia

inc luding

the

de ve lo pe d

re co m m e n d a t i o n s

well as the Pr om o t i o n s C o m m i t t e e .

this a d d i t i o n e x p a n d s the a u t h o r i t y

of the

facul ty to a minor e x t e n t .

La y o f f
A c c o r d i n g to L . S . S . C . ' s contracts,
the

c o n d i t i o n under wh ic h

a layoff m a y

a pr ov e n e x i g e n c y is
occur

(1978-81,

p.

451
27).

Th i s

changed,

asp ec t

but

of the

layoff p r o vi si on

four minor chang es have been made

which are to

be

followed

has

not been

in pr oc e d u r e s

in the event that such a c o n d i t i o n

does lead to l a y o f f .
Three
First,

of these c han ge s ext en d ad mi ni s t r a t i v e authority.

ad de d

is

the

provis ion

p r o b a t i o n a r y f a c u l t y member

p. 30).

(1983-86,

not reg ard ed

deadlines

notification

f ac ult y me mb er s

probationary
years

reappointments

in

p.

the

first

such no n- re ne wa ls were

non -re new al
15th

in the

probationary

second or

Although

in

the

15th

for

su bs eq ue nt

practice

non­

reduces the chance
by

the

that such pr actice

the Association.

Such

f or ma li za ti on

in a d m i n i s t r a t i v e authority.

the ad de d p r o v i s i o n

that

p.

30) .

p r e p a r a t i on s

may

teach four
Ordinari ly,
be ass i gn ed

fa cu lt y m e m b e r 's c o n s e n t

increased so me w h a t by

if m e mb er s are

f ac ult y m e mb er s

be r e q u i r e d to

(1983-86,

for

on the

are

year and December

A d m i n i s t r a t i v e author ity was also

may

layoff”

formalizing of the absen ce of this re qu ire men t

gain

d e p a r tm en t,

a

in the past did not require d e c l a r a t i o n of an

be c h a l l e n g e d

is a minor

M a rc h

15).

the ne w c o n t ra c t

might

to

f a c u l t y membe rs

(1978-81,

exigency,

of

in their

of

The p r i m a r y restrictions

regard

with

n o n- ren ewa l

"shall not be c o n s i d e r e d

In past practice,

as l a y o f f s .

administration

that

laid off wi t h i n

r e ma in ing

in the d e p a r t m e n t

pr ep a r a t i o n s du ri n g
a ma xi m u m of three
d u ri ng

(1978-81,

p.

a
20).

a

a term
sep ara te

term wi tho ut

the

452
A

third

relaxes
which

minor e x p a n s i o n

the r e s t r i c t i o n on

of

administrative authority

a d m i n i s t r a t o r s t e ac hi ng courses

a fa c u lt y mem be r on layoff

c o n tr ac ts

pr ov id ed

that

not be c o n t r a c t e d
f a cu lt y memb er
(1978-81,

administrators
personnel

may

a s s ig nm en ts
ass ig ne d

is on

27).

if a q u a li fi ed

layoff a c cep ts the

The c u r r e n t

or

The earlier

" n on -b a r g a i n i n g unit pers on ne l shall

to do b a r g a i n i n g unit work

who

p.

could t e a c h .

other

work offered"

contract

full -t im e

pr ov id es

non-bargaining

not teach su c h c o urs es

that
unit

"unless such te aching

have been co nt in u o u s and part of their r e g u l a r l y

duties

each

t e r m 15

(1983-86,

re st r i c t i o n still a p p li e s to ad ju nc t
be hired to teach c ou r s e s

p.

30) .

instructors,

The

who cannot

which a quali £ ied laid off faculty

member a c c e p t s .
Two c han ge s have
minor e x t e n t .
red uc ti o n of
dropped.
which

In one

of these

f acu lt y me mb er s

faculty mem be r

considered

in

refers
laying

on pa r t - t i m e status "

the cu rr e n t contract,
By

changes,

this

r e f er en ce

implication,

a u t h o r i t y to a

the refe re nc e

to pa rt -t im e status

The e a r 1 ier co n t r a c t

"shall be

dropped.

re d u c e d a d m i n i s t r a t i v e

to the

placing
p.

to p a rt -t ime

such p a rt -t ime

has been

layoff order

off or

( 1978-81,

to

a

27).

In

layoff

is

layoffs are

no

longer a l l o w e d .
A seco nd minor r e d u c t i o n
the
which

more speci f ic
are

to

be

in a d m i n i s t r a t i v e a u t h o r i t y is

d e f i n i t i o n of
considered

"super ior qualif ications"
by

the

administration

in

453
determining
contracts

wh o

will

provi de

qualifications"
order,

and that

be

that

laid

off.

"length of

will be

p.

s e c t i o n of

qualifications

the

on

rese ar ch "

in d e c i d i n g

cu rre nt contract,

same c o n t r a c t

a c c o r d i n g to

study,

the member's

and

20).

to

an

which

min or s and

"special

scholarly
p.

(1983-86,

which

the

shall be

reference

so me wh at r e s t r i c t the cr it er ia
use

layoff

are d e f i n e d by

experience,

in de pen den t

documented

academic

qualifications

In

are established by

professional

majors,
based

27).

qualifications

e a r 1 ier

s e r v i c e . . .and

"if f ac u l ty me mb e r s have equal s e n i o r i t y . ..,

(1978-81,

su perior

L.S.S.C.

in d e t e r m i n i n g

the f a c u l t y me m b e r w i t h the su pe rio r
ret ai ne d"

the

considered

All

expertise

publication

or

This d e f i n i t i o n does

w h i c h the a d m i n i s t r a t i o n may

f a cu lt y memb er

to lay off when two or

more m e m b e r s have equal seniority.
On

on l y one oc ca s i o n was a

L.S.S.C.

and

(Arbitrator

that
Award

administration
member

on

partial

Apr i1

pl ac e d

leave

p a r t- ti me

terminated

was
30,

a

overturned

full-time,

of a b s e n c e .

po sit ion and

for f a il in g to p e r f o r m

layoff occ u r r e d two

academic

year,

deadline

for

sever al

not i f icat ion

of

fa cu lt y

an

unpaid

refuse d to

acce pt

the

from

The

act ion,

she

the as si g n e d w o r k .

mo nt h s

mo nt h s

).

probationary

Wh e n she

gr ieved

laid off at

in a r b i t r a t i o n

p.

1982,

p a r t- tim e sta tus upon her retur n

educational
the

layoff

f a cu lt y mem be r

be fore the onset of

after

the

De ce m b e r

non-reappointment.

was
This
the
15th
The

454
arbitrator

aw a r d e d r e i n s t a t e m e n t and back pay.

d e c i s i o n on the a v a i l a b i l i t y
to provi de a full-time
These co u r s e s

load

of more than su ff i c i e n t course
for the

to other

layoff.

The a r b i t r a t o r c o n c l u d e d

attitude

basis

fa c u l t y me mb er s

for

The

C o ll eg e has neith er

instructors

its good

or as

while the member was
that the gr ie va nt
the

on

had a

C o l l e g e 1s

faith w i t h re ga r d to her

a r b i t r a t o r al s o

co n c l u d e d

that

"the

p r o v e n that any e x i g e n c y ex i s t ed nor has

it s ho wn a n y rational

bas is

pa r t - t i m e s t a t u s " .

have been no

fa cu lt y m e m b e r .

apprehension concerning

t ow ar ds her and

reinstatement.

a

laid off

had been a s s i g n e d to a d j u n c t

ov e r l o a d s

reasonable

He based his

for the gr i e v a n t 's re d u c t i o n

O ther than

this sin gl e action,

layoffs or threa ts of

to

there

layoff at L.S.S.C.

Working Conditions
A m o n g the
mo s t

six c h a n g e s made

significant

is

that

Impro ve me nt s

a year.

Most

work ing c o n d i ti on s,

a l l o w i n g the

grant d i s c r e t i o n a r y raises to
of $25,000

in

f a cu lt y

of the

administration

the
to

m e mb er s up to a total

other changes were

minor

in f a cu lt y m e m b e r ' s r i g h t s .

P.I.pf e g sjojiajL_R e.sp.o n5Jb.il ity.
Th re e c h a n g e s have been made wh ic h alter
faculty may

be a s s i g n e d to

te ac h and the

where and when

co nd i t i o n s under

which the a d m i n i s t r a t i o n m a y hire n o n -b ar ga in ing unit people
to do b a r g a i n i n g unit w o r k .

~

>

455
P r e v i o u s l y there
day during

were no

which te ac hi ng might

permission

me mb e r c ou r s e s

span on

any given day
increase

assignment

(1983-85,

now

rights

of

the

This a d d i t i o n
individual

or not

to

is a

faculty
ac c e p t an

(1983-86,

usually assigned
were.

the n e a r b y

pri so n

were

the

One of these

is

f ac ul ty m e m b e r s • p e r m i s s i o n must

t h e y are assigned to teach cl a s s e s at the

p. 23).

on the s u b j e c t .

extended

23) .

other contract a d d i t i o n s .

before

state pr i s o n

some

at

added r e q u i r e m e n t that

sil e n t

p.

a nine -h ou r

to teach a long day.

su b j e c t of two

be s e c u r e d

time of

N o w wr itten

more than

dec id e whether

Teaching a s s i g n m e n t s

the

be ass i g n e d .

which cover

in the

w h o may

member,

on the

is r e q u i r e d bef or e a d e p a r t m e n t head m a y a s s i g n a

f ac u l t y

minor

re st ri ct io ns

Although

to teach

The

The pr ev io us c o n t r a c t s were
facul ty

members

were not

in the pris on a ga in st their

ind ividual

f a cu lt y

will,

m e m b e r 's r ights

in that the memb er m a y now dec id e w h et he r

are

or not to

ac c e p t su c h ass i g n m e n t s .
Associated

with this change

the a d m i n i s t r a t i o n
te a c h ha l f - t i m e

three

of the

perso ns

c o n s e c u t ive

b a r g a i n i n g unit,
teach

m a y hire n o n - b a r g a i n i n g unit

or m o r e at the pr i s o n w i t h o u t

becoming members
Pre vi ou sl y,

( 1978-81,

is the added p r o v i s i o n that

b a r g a i n i n g unit

hired
terms

to teach more
had

to

become

r e g a r d l e s s of where th e y

p. 3).

Wa iving this

perso ns

to

these p e rso ns

(1983-86,

p. 23).

than ha l f- ti me
members

of

for
the

were a s s i g n e d to

restr ict ion on persons

456
hired to

te ach co ll eg e c r e d i t

c o u r s e s at

the pri so n

is

a

minor e x p a n s i o n of a d m i n i s t r a t i v e authority.
Part of the rea son
a dd i t i o n a l

author ity is the p r o b l e m

large number
provision,
to staff

of fa cul ty me mb er s

the pri so n c ou rs es

prov id e

College.

Sho uld
the

P ro f e s s i o n a l
A

the

in

c o n t r a ct

persons

with

have

provis ions

funds has

no w be ca r r i e d

over

Pre vio usl y,

member at the
me mb er

to

hired

of

the

the

an

under

a

pri so n and the
pr ison

not

be

ex cessive number

of

The new pr ov is io n el imi nat es

use

individual

a l l o ca ti on ,

this

of

threat.

p r of es si on al

facul ty m e m b e r 's

$375 for

1984-85,

into the next a c a d e m ic year
a n y rema in der

end of the year

m a y ch oo s e

for

increased

p r o f e s s i o na l d e v e l o p m e n t

37).

new

D e v e l o p m e n t Funds

c h an g e

development

become membe rs

a r r a n g e m e n t b e t w e e n the

Co lle ge might

f ac ult y m e m b e r s .

under the ab ove

might a c qui re an o b li ga t i o n to

employment

limited c o n t r a c tu al

if a

If new instructors hired

had to

the C o l l eg e

continuing

w h i c h might a ri se

refused,

to teach at the prison.

b a r g a i n i n g unit,

renewed,

that the a d m i n i s t r a t i o n sou gh t this

(1978-81,

to a c c u m u l a t e

order to a t t e n d a co nf e re nc e

became

inaccessible
pp.

the annual

farther

(1983-86,

32-33).

-

p.

to the
No w a

allotments

from h o m e .

may

in

457
Salary Determination
Under the cu rr e n t co ntract,
up

to

a

total of

sel ect ed at the
p.

43).

$25,000

the a d m i n i s t r a t i o n

in raises

d i s c r e t i o n of the

The se

raises become

base s a l a r i e s .

fa cu lt y member s

administration

part

The E x e c u t i v e

to

(1983-86,

of the facul ty

Committee

m a y pay

members1

of the A s s o c i a t i o n

has the a u t h o r i t y to ac c e p t or reje ct the proposed raises
toto

for the year

(1983-86,

p.

43).

The pr o v i s i o n

grievable, exc ept for the cl au s e a l l o w i n g
Exec uti ve
previous

Co m m it t ee

to

contracts,

allowed.

This

is

author ity to d e t e r m i n e
Pr o vi si o n s

no

such

is

disapprove.

extension

of

Under

raises

the
were

ad mi ni s t r a t i v e

the pa y of m e m b e r s .

not

likely

in practice

Executive

to

constitute

As s o c i a t i o n wished to pr eve nt one or more of the raises

from

the

the

by the E x ec ut ive

the

awarded,

If

or d i s a p p r o v a l

of

being

authority.

or

is not

the A s so ci at io n' s

discretionary

a major

for a p p r o v al

of the A s s o c i a t i o n
shared

ap pr ov e

in

Executive

d i s a p p r o v e of all of the raises
ac ti o n

would entail

w i t h d r a w all pr op os ed
ac c o m m o d a t e

the

discretionary
this reason,
to

a risk

pr op o s e d

rather

Association.

raises

risks

Co m m i t t e e

that the

raises

Com mi tt ee

have

for the y e a r .

to
This

a d m i n i s t r a t i o n might

than revise the

Thus,

loss

would

d i s ap pr ov al

of all

list to
of

such r a i s e s .

any
For

the A s s o c i a t i o n Ex e c u t i v e C o m m i t t e e 's a u t h o r i t y

a p p r o v e or

disapprove

of

the raises

is not

likely in

458
pr actice

to

provid e an

effective

check

on a d m i n i s t r a t i v e

authority.
This

cha nge

In

adjustments.
currently
that

add ed

order

offer

to hire

experience

with

for

new

f a cu lt y

f a cu lt y in these a r e as .

to

grant raises

members

The

created

It is hoped

will e nable

in

found

facul ty
resultant

u n u s u a l l y high t e a c h i n g

expanding disciplines,

of

equity

than cu r r e n t

were receiv in g.
the

market

the a d m i n i s t r a t i o n

c a n d i d a t e s more

in eq ui ty c o m p o u n d e d with
in such

to a l l o w

c o m p e t i t i v e di sc ip l i n e s ,

it must

me mb er s

wa s

loads

much d i s c o n t e n t m e n t
that the au t h o r ity

the a d m i n i s t r a t i o n

to reduce

this u n r e s t .
Added
membe rs

is the

p r o v i s i o n that

with c o n s e n t

the c o m p e ns a t i o n "

provided

when the e n r ol lm e nt
(1983-86,
of

p.

of

46).

individual

the A s s o c i a t i o n m a y

f a cu lt y

waive

part of

for t e a c h i n g an ov er lo ad

course

in the c o ur s e

is fev/er than ten st ud en ts

A l l o w i n g the w a i v e r

was ad de d as a memo

un d e r s t a n d i n g s h o r t l y after r a t i f i c a t i o n of the ori ginal

contract,

and the r eq ui r e m e n t

added

the c ur r e n t

in

this provision,
of

"the

the

c o n t ra ct

p.

45).

course.

Or the

payment a c c o r d i n g
The added

(1981-83,

p. 46).

was

Withou t

f ac u l t y mem be r wo ul d be paid at the rate

$300 per cr ed it hour

(1983-86,

for A s s o c i a t i o n a pp ro va l

(1984-85)

for tea ch in g an ove rlo ad

This w o u l d

be $1,200

f ac ul t y me mb e r

cou ld

to anothe r

provision

for a

four cred it

waive all
(1978-81,

pr o v is io n al lo ws a mid dl e c o u r s e — parti al

ov er lo ad
p.

45) .

paymen t

459
at the

rate of o n e - te nt h

each

of the

Under

this

first

chan ge

regular over load pay

ten st ud e n ts

provision,

for t ea ch in g a

of the

enr ol le d

a fa cu lt y

memb er

four cred it course to

is c l a s s i f i e d

author ity

to d e t e r m i n e

de s i g n a t e d
pr ora ted

as

w hi ch was

d e p a r t m e n t heads

wh a t c o ur s e s

"ov erl oa ds"

This

will be

and

e x e r ci se

the

offered,

who

which c o urs es will be

wh e t h er

i n t e r p r e t a t i o n s of

discussed

individual

full rate

the

or

be applied.

are possible.

ad d i t i o n

pay of the

to teach the courses,

formula will

V ar io us

pa id $600

in this s t u d y as a minor e n h a n c e m e n t of

G en era ll y,

will be a s s i g n e d

would be

course.

five s t u d e n t s .

a d m i n i s t r a t i v e a u t h o r i t y to d e t e r m i n e
facult y m e m b e r .

in the

for

One

in

the

co ns eq u e n c e s

of the

of

this

possible c o n s e q u e n c e s

negotiations

is that

this a d d i t i o n

enh an ce s administrative authority in that the a d m i n i s t r a t i o n
m ay

now

ch oo s e

c ou r s e as o v er lo ad

re quired
of p a y

rat her

than a s si gn

regular w o r k l o a d .

re quired
a d di ti on

courses.
is

that

upper

level

less than the over load rate

such a

course as

for
An

at a reduce d
lack of

part of

the

it m ig h t expand

A

gr ou p

highly motivated

fa cu lt y member

choice of tea chi ng

rate of pay or seeing

frequent of fe r i n g of

alternative

members.
of

for

enrollment,

be faced wi t h the

r e qu i re d co ur se s

their p r og ra ms die

low

Faculty m e mbe rs tea ch in g in pro gra ms with

low en r o l l m e n t s might
ce rta in

a

to offer

co n s e q u e nc e

o p po rt u n i t i e s

m a y be

able

st ud en ts

in

of

this

for f a cul ty

to teach
a

these

a small

topic area

of

460
special

interest

ot h er wi se be

to the

f a cu lt y

memb er

w h i c h mi gh t

a p p r o v e d by the a d m i n i s t r a t i o n

small e n r o l l m e n t .
act i o n has been

In either case,

be ca us e

not

of the

a d m i n i s t r a t i v e b r e a d t h of

increased.

Ed u c a t i o na l Po l i c i e s
Two

alterations

cu r r i c u l u m

changes.

other s i i g h t l y
Under
changes,

have
One

increases the

by the

Committee,
81, pp.
fifteen

31-32).

pr o p o s a l s

who

in

O n l y those p r o p o s a l s a p p r o v e d

by

for wa rd ed

for s u c c e s s i v e

the co l l e g i a l

The Board ret ai ne d

Curriculum

C o m mi tt ee

is co m p o s e d

elected by the faculty,

heads

and

the

Vice

President

is

under no

the C o m m i t t e e 's recomme nd at ion s,
reaso ns

in

w ri t i n g

r e c o m m e n d a ti on s

for

two

Academic

(1978-81,

p.

is on l y a d v is or y.

c o n s t r a i n t to a c ce pt

The

of eight

four stu dents,

is the chair of the C o m m i t t e e

administration

(1978-

final au th or it y.

The C u r r i c u l u m C o m m i t t e e 's aut ho r ity

Committee's

for c u r r i c u l u m
for c h a n g e s

d e p a r t m e n t were

member Curriculum

for

and the

and the Vice P r e si de nt of A c ad em ic A f f a i r s

de pa rt m e n t

furnish

procedures

faculty’s auth or i t y .

d e p a r t m e n t head,

fa cul t y me mb er s

Affairs,

in

significantly decreases

d e p a r t m e n t s c o n s i d e r e d all

approprlate

review,

made

the original c o n t r a c t ’s p r o v i s i o n

their c o ur se s or p r o g r a m s .
the

been

31) .
The

or rejec t

but the a d m i n i s t r a t i o n must

w h e n not
(1978-81,

concurring with
p.

32).

the

461
The major cha ng e made
of

the

in t he se p ro ce du re s

department's authority

a d v i s o r y role

by e l i m i n a t i o n

the original

contract.

(1983-86,

through
whether

a

With

pr op os al

of

to

"adopted",

the

proceeds

Committee

department

me mbe rs

a

of

from
to

faculty.

word,

the dep ar tm en t,

administration

the

is

This

head"

the

a n y su pp or t
a

from

the

major loss

of

The a d m i n i s t r a t i o n

primarily be c a u s e
wi th i n

from

the old c o n t r a c t s t a t e s :

department.

of the

an

the pr oc ed u r e s wh ich

the pro p o s a l receives

this change

fa cul ty

of one word,

the e l i m i n a t i o n

now

Curriculum

or not

authority
soug ht

31).

the

facul ty

veto power

pr opo sa l shall then go to the d e p a r t m e n t

p.

"adopted”,

a

In e x p l a i n i n g

follow the d e p a r t m e n t 's vote,
"the ad opt ed

fr o m

is r e d u ct io n

it a n t i c i p a t e d

d e p a r t m e n t wou ld

that

not vote

to

el im ina te a pr og ra m v/ithin their d e p a r t m e n t .
A mi nor

change

in c u r r i c u l u m

facul ty

g re at er a c c e s s

co nt es t

a

pr o vi si on
pr es ent ed

pr op o s e d
allowing

pr oc ed u r e s

to the Board

curriculum
the

in w r i t i n g and by a

of Co nt ro l

change.

dissenting

allo ws

Added

point of

speaker,

in order

vi ew

the
to

is the
to

be

who m a y be an ac ti v e

par ti ci p an t d u r i n g

the m e e t i n g of

whi ch the pr op o s e d

c u r r i c u l u m ch an g e s

is be ing

considered

a minor

increase

in facul ty

(1983-86,

p.

32).

This

authority.

In

all

al l o w e d no

g r ea te r

the general

public.

is

the Board of

other c i r c u m s t a n c e s

participation

in Board

A f a c u l t y memb er may,

the

Contr ol

fa c u l t y

me e t i n g s
as m a y

than

in

is
is

a memb er

462
of the g e ne ra l public,
al lo we d

to a d d r e s s

a t t en d open Board mee ti ng s and m a y be

the Board at the be gi nn in g or at

the end

of a session.

Total
The

total

number of c h an ge s

since the s i g n i n g
twenty-one.
are

total,

of the or ig in al

"two"

total

and minor

become s

48% were gains

p r o p o r t i o n of

fa cul ty

institution,

Western

p er ce nt ag e

of

L.S.S.C.,
the

the

two

for c o l l e c t i v e

rights

co nt r a c t at L.S.S.C.

c h ang es we ig h t ed

for

the

gains

faculty.

found

Of
This

"one",

is

gains.

At

is

the

had the
the

the

this we ig ht ed

in this study.

M i c h i g a n Un iv ersity,

sm al l e s t

lowest

for

deg re e and

bargaining.

latter a p p e a r s

of fa cu l ty gains
the

and

lowest

One other
same

other

low

seven

facu lt ie s had g r ea te r g a i n s .

h ol din g the Ph.D.

the

in power

twenty-three.

f ac ul ty

ins ti tutions the

a mon g

made

When the two major ch a n g e s am on g the tw ent y-o ne

weighted

we ig h t e d

of C h an ge s at L.S.S.C.

of the

nine

pe rc en ta ge

institutions,

of fa cul ty

is

me mbe rs

is the most r e c e n t l y or ganized
Of these

various

factors,

only

to be d i r e c t l y a s s o c i a t e d with perce nt ag e

in the sample as a w h o l e .

f a cu lt y a l s o had a re lative

At W.M.U.,

where

low p ro po rt io n of gains,

fa cu lt y also o r g a n i z e d r e l a t i v e l y recently.

the

CHANGE S AT N O R TH ER N M I C H I G A N ST AT E U N I V E R S I T Y

Int co d u ct io n
Northern Michigan University began
school

for

tr ai n i n g

(Undergraduate

te achers

Bu ll e t i n

u n i v e r s i t y in 1968.

for

1982-84,

in 1899 as a normal
the

p.

Upper

8).

Pe ni nsu la

It

beca me

No rt h e r n c u r r e n t l y offers a number

u n d e r g r a d u a t e d e g r e e s and twelve
of which are d e gr ee s

mast er degrees,

a
of

a m o n g both

in e d u c a t i o n .

D uri ng the de c a d e

of the 1 9 6 0 's, N o r t h e r n e x p a n d e d

from

about 2,500 st ud e n t s to about 8,000, a rate of g r o w t h double
that of the other pub li c fo ur-year co ll e g e s and u n i v e r s i t i e s
in M i c h i g a n
1983) .

(Michigan De pa r t m e n t

Betwe en 1970 and 1983,

of Higher E d u c a t i o n

1960-

enrollments declined siightly

(1-5%) d u r i n g which time the other c o l l e g e s and u n i v e r s i t i e s
grew on the a ve ra ge

by about 5.4%.

gro w t h rate have c r ea ted p r o b l e m s .

These e x t r e m e ch a n g es
There

have been

in

layoffs

initiated at N o r t h e r n based on a fina nc ia l e x i g e n c y dec lar ed
in 1982.
The

f a cu lt y o r g an iz ed

for c o l l e c t i v e b a r g a i n i n g

and a f f i l i a t e d with the A . A . U . P .
written,

covering

and 1980-83.
in the s a l a r y

The

Board

years

1980-83 co nt r a c t

and be ne fi ts

have not s t r u c k .
by the

the a c a d e m i c

Three c o n t r a c t s

When the

in 1982

only.

of

1975-77,

was ex te n d e d

have been
1977-80,

with changes

f a cu lt y at

Northern

financial e x i g e n c y was

de cl a r e d

and n i n e t e e n

463

The

in 1975

layoff n o ti ce s sent

to

464
faculty,

m a n y of

wh o m

a d m i n i s t r a t i o n were

were

ab l e

tenured,

the A s s o c i a t i o n

to ne g o t i a t e

an a g r e e m e n t

require d a small p ay c o n c e s s i o n on the part of the
Since the
total
the

first co n t r a c t

of thi rt y ch an g e s
contracts.

signifi can ce,

Only

of the r e m ai ni ng ch an g e s
two

ch ang es

edu ca ti on al

each

faculty.

these chang es

was

of majo r

were

Half

for e m p l o y m e n t d e c i s i o n s .
in working c o n d i t i o n s .

were

made

in

pol ici es and g r i e v a n c e

a

and a u th o r ity in

the add it ion of a g e n c y s h o p .

in p o li ci es

wh ich

there have been

in p o w e r , r ights
one of

that of

the change s were

in 1975,

and

Association

of

Most

One

or

rights,

procedures.

A s s o c i a t i o n Righ ts
The

a d d i t i o n of a g e n c y

the two change s made
states

that

shall not
The

cu rr e n t

employment",
charge of

co n t r a c t
the

" w h i c h . . .shall

most

of em pl o y m e n t "
re q u i r e s

pa ym e n t
be

impo rt ant of

The or ig in al

of A s s o c i a t i o n dues or

condition

either

is the

in this s e c t i o n .

"the tender
be a

shop

"as

se r v i c e

(1975-77,
a

the

4).

This ch an ge

fee

p.

5).

condition

of

of the dues or of a servi ce

d e p o s i t e d by the A s s o c i a t i o n

the N o rt he rn M ic h i g a n U n i v e r s i t y S c h o l a r s h i p Fund"
p.

c o n t ra ct

is a major

increase

in

in

(1980-83,

the a u t h o r i t y of

faculty.
Informa nts

major ity of the

in

the

faculty

rep or t

barga ining unit me m b e rs

a ss o c i a t i o n and p a y d u e s .

that

the

great

now b e l o n g to

the

Of those who pay the se r v i ce

fee,

465
some

are

i d e o l o g i c a l l y o p po se d

disruptive

opposition.

membership
on e-half

in

to

When

unions but

agency

shop

the A s s o c i a t i o n inc reased

of

the

bargaining

unit

are

not a

was

added,

from s l i g h t l y over

to

about

90%

of

the

bargaining u n i t .
The se co n d

change,

the r e q u i r e m e n t
unit m e m b e r s
team

that the

be kept

(1975-77,

p.

been a c u s t o m at
Stu dents at

a m in or change,

individual sa laries

2).

Privacy

Northern,

court ruli ng

had not

Association

ab ou t

The

yet been

lifting

is a minor

had

reach ed when this

of

increase

Employment

the q u e s t i o n

fa cu lt y s a l a r i e s ,

r e q ui re d strict co nf idence,

contract.

to sa la r i es

c o l l e g e had raised

to i n f o r m a t i on

the

with regard

a c c o r d i n g to fa c u l ty i n f o r m a n t s .

a neighboring

w h i ch

of b a r g a i n in g

in strict c o nf id e n c e by the n e g o t i a t i o n

about ac ce ss

clause,

was the d r o p p i n g of

was

but a

co nt ra ct

d r o p p e d from

this re s t r i c t io n

on the

in f a cu lt y authority.

Deci si on s

Appointment
A major ar e a of c o n t e n t i o n has been the ma n n e r
term
time,

appointment

n o n - t e n u r e track

15 pe rc en t of
unit.

f a cu lt y

The

and there
appointment

the

m em ber s are

f a cu lt y m e mb er s

at

me mb er s

least
as

is about

as m a n y
there

are

and

These

full­

make up ab ou t 10 to

f ac ul t y and are m e mbe rs

fa cu lt y as a whole
are

hired.

in which

of the b a rg ai ni ng

79 p e rce nt tenured,
perhaps

more

probationary

term

fa cul ty

466
members.

The

terms and c o n d i t i o n s

a p p o i n t m e n t m e mb er s

of e m p l o y m e n t

are the s u b j e c t

of term

of two c h ang es

in the

co n t r a c t s at N o r t h e r n .
Faculty
contract,
length

inform an ts e x p l a i n

there

of and

appointed

or not

fall.

by

the

exacerbated

by

for

Insurance

for

these a p p o i n t m e n t s .

th e y w o ul d

the

and

leg is lat iv e
of

the

for

the

informal
m e mb er s

unc er ta in ti es ,

cal l- bac ks.

term

d u r i n g the

faculty

appointees
summer.

was

related
lack

A third

understanding
w ou ld

A

not

be

cases,

wh ic h
term

longer than

is seven

appointed

years
faculty

that

term

continuously

(1975-77,

not h i r i n g th e m

se ve n years of c o n t i n u o u s

for
p.

m e m b e r s were

s e v e n ye ar s w i th ou t v i o l a t i n g

the pr o c e d u r e of

of

pr o b l e m

longer than the m a x i m u m p r o b a t i o n a r y per io d

u n d e r s t a n d i n g by
year a fter

em pl o y m e n t

into the

enrollment

the

In some
for

have

Te rm

bu d g e t

te nu re - t r a c k employees,

ret ai ne d

to the

this p r o b l e m m a y have been

some

from

^appointment

22).

for

with regard

To some e x t e n t

co ve r a g e

re su lt ed

em pl o y e d

p r o b l e ms

the 19 80- 83

facul ty m em b e r s m i g h t not know until well

subsequent

problem

frequent

notification

summer w he th er

caus ed

were

that prior to

employment.

this

for one
Break ing

the c o n t i n u i t y of their e m p l o y m e n t a l l o w e d the U n i v e r s i t y to
subsequently
Association
that to do

employ

them

he s i t a t e d to
so would cause

for

seven

pr o t e s t

more

years.
for

fear

the U n i v e r s i t y to not reh ir e

them

rather than create t e n u r e - t r a c k

this p r o ce du re

The

positions

for them.

467
In the n e g o t i a t i o n of
informal

u nd er s t a n d i n g s ,

has been l e s s e n e d .
to have

the

pr ov is io n

1980-8 3 c o n t r a c t and th rou gh
o c c u r r e n c e of

One of the c o n t r a c t u a l

term a p p o i n t m e n t s more

rather than

two

the

term a p p o i n t m e n t s

(2) y e a r s "

(1975-77

p.

(1980-83,

18).

p.

listed and

include

conditions

(1980-83,

"shall

be

ch a n g e d

to the

"shall n o r m a l l y be made

for

The c i r c u m s t a n c e s under which

illness,

p.

the e a r 1 ier

for a m a x i m u m of

has been

be made for less

term a p p o i n t m e n t s m a y

for two years

To this end,

17)

pr ov is io n that te rm a p p o i n t m e n t s

(2) years "

c h an ge s a t t em pt ed

f r e q u e n t l y made

for a sh or t e r p e r i o d .

that

these problems

program

18).

than two years
demands,

Th is

and

chan ge

are

similar

is a

minor

r e s t r i c t i o n of a d m i n i s t r a t i v e aut ho r ity.
A tt em pt s

have

a gr ee m e n t s b e t w e e n
to

appointments.

dates

In return,

understanding

employment

been

made,

t h rou gh

the A s s o c i a t i o n and

earlier

encourage

Informal

al so

of t e r m

exce ed

se ve n y e a r s .

length

of ti me

th at

of

informal

the ad mi ni st rat ion ,

notification

for

term

the A s s o c i a t i o n agreed to drop the
that

the

appointed

length

faculty

N ow there

co nt i n u o u s

m e mbe rs

is no

these em pl oy ee s

of

could

lim it at io n
m a y be

not

on the

continuously

employed.
Te r m

appointed

fa cu lt y

" first c o n s i d e r a t i o n

for n e w l y

appointments"

are

consideration

and

members

al s o

now are

authorized
to

be

two

to be
(2) year

g iv en

for n ew p r o b a t i o n a r y pos it io ns "

given
term

"serious

in a cc or da nc e

468
with their

qualifications

in

both cases

(1980-83,

p.

18).

In the past there was no c o nt r a c t u a l barri er to such hiring,
but

neith er was there a n y p r i o r i t y

fa cul ty

members.

given to term ap p o i nt ed

This ad d i t i o n to

the con tr ac t

is a minor

r e s t r i c t i o n on a d m i n i s t r a t i v e au t h o r ity in hir i n g .
Faculty

inform ant s

currently

do not

When t h e y

do,

because

reduc ed
ter m

out

that

t y p i c a l l y bec om e

they may

term a p p o i n t e d

m em be rs

point

m a y have

appointees

probationary em p l o y e e s .
wi t h i n a few

become t en ur ed

by as mu c h as

of their

three years

do

not

have

for pr ior s e r v i c e .
the

minimal

ter min al degree;

many d o .

79%

te nur ed

con sider

in d e c i d i n g

appointee

or

Administrative
does
tenure

is

not

as

a

factor

intend

which

administrators

probat ionary

infor ma nt s point
to chan ge

track p o s i t i o n s .

Northern

member as a
facul ty

track posi ti ons
does not

facul ty m e m b e r s as e x t e n s i v e l y as do some other

large p o p u l a t i on s

to

such

some extent,

people.

To

fill the need w h i c h
f ac ul ty m e m b e r s .

as a

must
term

member.

out that the a d m i n i s t r a t i o n

tenure

w h i c h have ac ce s s

such

That the facul ty at N o r t h e r n

whether to ret ai n a
a

Some

requirements

for p r o b a t i o n a r y positions,

is

faculty

p r o b a t i o n a r y period

c u s t o m a r i l y re qu i re d
but

years

f a cul ty hired as p r o b a t i o n a r y

the length

appointees

term

te r m

to n o n ­

use p a r t- ti me
institutions

from wh ic h to

dr aw

ap po in te es at Nor th er n

might be filled els ew he re b y

part -t ime

469
The

ha n d l i n g

of term

p ro b a b l y c on ti nu e

to

c u s t o m a r i l y exp ec t

to become

service.

appointments

p r ese nt p r o b l e m s .

me e t

b e c om in g t e n u r e d - i n .

ad j us tm en t s

for enro llm ent ,

N o r t h e r n will

Faculty

m e mb er s

tenur ed af te r severa l years of

N o r t h e r n cannot

riskin g

at

this e x p e c t a t i o n
Should

budget,

the

w i th ou t

latter

occur,

or p r og r a m chang es would

be 1 ikely to e n t a i 1 l a y o f f .
T hree

other

pr ovi sio ns

for

ch a n g es

appointments.

de pa r t m e n t has
"department,

minor

have

First,

been d ro pp ed

out

d e p a r t m e n t head,

to

D ep ar tm en t
(1980-83,

a

new

heads are
p.

1).

this d e c i s i o n

the

to the
that the

agree upon

letter of a p p o i n t m e n t

memb er

me mb er s of

(1975-77,

is

p.

19).

the b ar ga in in g

unit

E x c lu si on of the d e p a r t m e n t a l

is a mi no r

in

the r e f er en ce

de a n and Provos t"

fa cu lt y
not

made

from the req ui re me nt

the terms of a p p o i n t m e n t bef or e the
sent

been

fa cu lt y from

loss of co ll eg ia l a u t h o r i t y for the

faculty.
Second,

in the event that

then returns,
de t e r m i n e d

the

by

am ou n t of s e rv ic e
rule

and

administrative discretion
This chan ge
The

a fa cu l t y member

is

is a mi nor d e c r e a s e

third cha ng e

cre di t gr an t e d

no

(1975-77,

resign s and

longer
p.

22;

a

is

now

matter

1980-83,

p.

of
22).

in a d m i n i s t r a t i v e authority.

pr ovides

that the a d m i n i s t r a t i o n may

make e x c e p t i o n s to the r e q u i r e m e n t that p er so ns a p p o i n t e d

or

promote d to the rank

of as s i s t a n t

profe sso r have a terminal

degree

18;

p.

(1975-77,

p.

1980-83,

18).

Such ex cep tio ns

470
were

al l o we d

pr of es so r
This

in

in

the

extension

fa cu lt y

a p p o i n t m e n t to the
ori ginal c o n t r a c t
of

allowing

informa nts

as

the

cases
the

is

is

associate

(1980-83,

pp.

exceptions
res ul t of

a p p l i c a t i o n of the re qu i r e m e n t
r eq u i r e m e n t

ranks of

was

ex p l a i n e d by

ti gh te n i n g

and only

up

Thi s change e x p a n d s

the

N o w the

in e x c e pt io na l

c o n s i d e r a t i o n g i v e n to a c c o m p l i s h m e n t s

degree.

17-18).

for te rm i n a l d e g r e e .

r o u t i n e l y applie d,

or

other than

the di sc r e t ion al lo w e d

the

a d m i n i s t r a t i o n to a minor e x t e n t .

Evaluation
All

f ac ul ty me m b e r s are to be

e v a l u a t e d a n n u a l l y by a

d e p a r t m e n t a l c o m m i t t e e of their

peers and by the d e p a rt me nt

head,

of

the

ba rg ai n i n g

faculty

and

the a d m i n i s t r a t i o n

who

In for man ts

is

not

from

a

mem be r

both the

repo rt that there have
requirement.
the

been some

A c c or din g to

informants,

fa c u l t y me m b e r s b el iev e that

a p p r o p r iate

unless

the

recommendation

for

g r a n t i n g of

s ab ba ti ca l

a

some

co m m e n t

to c o m p l e t e
on wh e t he r

in

fu lf i l l i n g this

in some d e p a r t m e n t s

e v a l u a t i o n by peers

f a cu l t y

mem be r

is

p a r t i c u l a r action,
leave

d e p a r t m e n t s the r e s p o n s i b i l i t y
heads

lapses

unit.

requesting
such

or p r o m o t i o n .

m a y fall

routine ann ua l

is not

to the

as
In

a
the

such

d ep ar tm en t

ev a l u a t i on s and

then to

or not t h e y con cu r with their d e p a r t m e n t .

In some de pa rt me nt s ,

the d e p a r t m e n t

heads

r o u t i n e l y concur

471
with the e v a l u a t i o n which has been c o n d u c t e d by the
c om mit tee and do not make an
Three ch an ge s have
peer and

d ep ar t m e n t

another.
offici o

follows

out

20).

con tr ac t
to

of

the

21) .

p.

The

provision

chan ge

Two ch ang es

req uired

change

The

varies

(1 9 7 5 - 7 7 ,

re d u c t i o n

In formants

report

a mo ng

reduce s

and no
for
wh ic h

the original

that the

p. 20; 1980-

administrative

evaluation c o m m i t t e e .

fa cul ty

use of st u de nt

c ur ren t co n t r a c t
minor

in

(1975-77,

In one of these,

in
that

involve

The

p.

mem ber 's

individual

pr oce ss

but not

of

in the

p.

f a cu lt y

members' rights.

The

of

this

21).

was

1980-83,

a p pl ic at ion

the d e p a r t m e n t s .

co ns en t

in the

first contract,
21;

individual

studen t ev al u a t i o n s

e v a lu at io ns

f ac ult y e v al ua ti on s under the

a

ex

ap p e n d a st a t e me nt

in ev al u a t i o n p r o c ed ur es

mandatory.
for

the

Both are minor c h a n g e s .

rights of the e v a l u e e .
made

one

increases a d m i n i s t r a t i v e a u t h o r i t y w i t h i n the

evaluation p r o c e s s .

are

"may"

the

p. 20; 1980-

to the r e qu ir em en t

auth or ity wit hi n the de pa r t m e n t a l
second

no longer

(1975-77,

statement

first

is

from

ev al ua t i o n r e po rt

the d e p a r t m e n t head

"must" app en d such a

d is ti nc t

the r e s p o n s i b i l i t y

of the e v a l u e e

Secondly,

to make

e v a l u a t i o n te a m

the

the repo rt has been ch ang ed

head

83,

that

head

committee

the se ct io n

the com me nt s

p.

in an a t te m p t

the d e p a r t m e n t a l
the

judgement.

e v a l u a t i on s

the d e p a r t m e n t

chair of

filling

been made

head

shar es with

longer

83,

First,

indepen de nt

facul ty

This

is

requirement

de pa r t m e n t s are

not

472
req ui re d
this

to use

s t u d e n t e v a l u a t i o n forms.

contract

provis ion

informants to be r e l a t e d
the

termination

of a

be li ev ed

by

faculty

to two a r b i t r a t i on s w hi ch

followed

f ac ul ty

member

in wh ic h a c t i o n

this

c o n tr a ct

change m a y

a d m i n i s t r a t i o n to lend w e i g h t

have

in

an a r b i t r a t i o n

s t i p u l a t i o n that

The

is

the s u bj e c t

he ar i n g for w hi ch an awa rd
The

final

ch an g e

f ac ult y mem be r
a bou t

of

fa cul ty member

p e r f or ma nc e
a second

improve.

ar bi t r a t i o n

has not yet been r e t u r n e d .

in

e v a l u a t i o n proced ure s

to re spo nd

to the d e a n 's

all ow s

contract

the

Provost

fa cul ty

sta te me nt

at the

(1975-77,

p.

2 1 ).

p.

2 1 ).

member was sent a

same time
The

memb er

an o p p o r t u n i t y

de an ' s

statement.

individual

(1 9 8 0 - 8 3 ,

to

that pr ovo st

This

e x p l a i n or
is

a

fa cu l t y m e m b e r 's r i g h t s .

was sent

allo ws the
take

minor

is

In the original

c o p y of the

ne w pr oc edu re

the

wr it te n st at eme nt

the m e m b e r 's e v a l u a t i o n befo re the d e a n 's s t a t e m e n t

forwarded to the

the

The t e r m i n a t i o n was

a w a r d and the

wi th the
also

sought by

to use of stude nt ev a lu at io ns

re in st at ed
a c ti on

cause,

Informants believe

been

in this or a n y other t e r m i n a t i o n c a s e s .
ov er tu r ne d

for

student ev al uat ion s

important a d m i n i s t r a t i v e d o c u m e n t s .

that

chan ge of

some

tenur ed

a l l e g e d l y incomp et en ce,
were

is

The

issue

increase

d e a n 's
a co py
faculty
wi t h the
in

the

473
Penas:traentaI Bylaws
Un de r

all

d e v e l o p bylaws

of
for

recommendations
(1980-83,
deans,

the

internal affairs,

for

curriculum

p . 9).

and

me mb er s are e l e c t e d
the

accordance

with the

these

to

contract
review

used

bee n

byl aws

t h e y do

so that
rather

review

9).

p.

In

the

P r ov os t

c o n f o r m to

p.

in

writing how

to m o d i f y

th ey

descriptions
Cons istenc y

in bylaw

by

the new

the

proposed

the p r o v i s i o n s

of the

the bylaws

for d e p a r t m e n t a l

that ma n y

d e p a r t m e n t s have

school,

was

to c o d i f y pr e- co n t r a c t u a l

have
which

in

often

not

also

a

problem.

important co ns id e r a t i o n s

the

co n t r a c t

pa r t i c u l a r l y

When

departmental

produced

ch ar ac t er iz e

require men ts,

s o m e ti me s

cons istency are

the

of the

d i f f i c u l t y s e c u r i n g a d m i n i s t r a t i v e ap pr o v a l of b y l a w s .

po lic les

the

9).

Informa nts rep or t

d e p a r t m e n t s at t e mp t

to

bylaws and retu rn

minor extent

a

whose

con tr ac t

A d m i n i s t r a t i v e authority

than re t u r ni ng

(1980-83,

Faculty

(1980-83,

e n ha n c ed to
all ow s

revision

The

administrative

specifying

9).

p.

p r o v is io n whi ch

Agreeme nt,

by the

c h a ng e d to agree with the pr ov i s i o n s

(1975-77,
has

in

Ag re em en t

the de pa rtm ent ,

by la ws m igh t be

decisions

approved

faculty.

to

ma k i n g

the School A d v i s o r y Councils,

the d e a n co ul d reject

ori ginal contract,

is

include

employment

mus t be

from am on g the

criterion

department

which

and

These bylaws

the Provost,

limits

co n t r ac ts each

precise
language.

within
Prec is ion

because

each
and

the bylaws

474
are c o n t r a c t u a l l y e n f o r c e a b l e .
of

one A s s o c i a t i o n member,

to

revise their

L a r g e l y th rou gh the

effort

the d e p a r t m e n t s were en co ur ag ed

bylaws to meet

the st an d a rd of con tr ac tu al

accord and e n fo rce ab ili ty .

R e c o m m e n d a t i o n Pr oc e d u r e s
F our minor c h an ge s have been made
which

r e c o m m e n d a t i o n s and d e c i s i o n s

in the p r o c e d u r e s by
for tenure,

proraotion,

and r e a p p o i n t m e n t are m a d e .

These r e c o m m e n d a t i o n s

in

of the

the d e p a r t m e n t

as part

c o m m i t t e e 1s annual e v a l u a t i o n
adds a

statement

to this

subsequently reviewed
dean

of

Council,

the

school,

the Provost,

T here have been
First,
been

the

among

the

fa c u l t y and,

curre nt contract,
m a j o r i t y of
This

is a

the f a cu lt y

of

and

c h a n g e s made

must be a s s i s t a n t

in these

the schools

to an

the

Revi ew

procedures.
Counci l has

are sel ec te d
a d d i t i on

from
in the

pr of e s s o r s or a b o v e .

be t e nur ed

re s t r i c t i o n on

is

f i nal ly the B o a r d .

These m e mb er s
according

Council,

Faculty

the School A d v i s o r y

the m e mb er s must
minor

recommendation

all-university

c o m p o s i t i o n of

d e p a r t m e n t head

School A d v i s o r y

the President,

changed s i i g h t l y .

The

report and the

the

four

departmental evaluation

report.

by the

orig in at e

(1980-83,

p.

the a u t h o r i t y e x e r ci se d

in s e l e c t i n g

membe rs

for

A

10).
by
the

Councils.
In a second
go

forward

change,

unless

the

ne ga ti ve r e co m m e n d a t i o n s

will not

mem be r

ne gative

is

appealing

a

475
decision

(1980-83,

fa cul ty

mem ber who has

from the

A related

re ce i v ed a

to appeal

26-27).

pro vi de d

that

departmental

The

the d e a n or

ori gin al

a f a cu lt y

member

recommendation

for r e c o n s i d e r a t i o n

and s ub se qu en t
could

to other

levels of r e c o m m e n d a t i o n

The

A d v i s o r y Counci 1

The e x t e ns io n of the right to appeal
is a

minor ga i n

third

and

fourth

c h ang es

in

recommendations.

re aso ns

d e p a r t m e n t and

the

Similarly,

Counci 1 and

on

the

the

in

p.

of the
a lower

higher

serious

c o m mu ni ca te
wri ting"

level's

authority

a

(1980-83,

the
p.

ove rr ul e

tend to res trict

individual

minor

the

and c o m p e l l i n g

recommendation.
is

to

and

the School A d v i s o r y

These changes
level

the

"may ove rru le

for

"on ly for serious

26).

lower

a d d i t i o n to

Re vi e w Commi tte e ma y

Council

d e a n 's

shall

the dean m ay overrule

(1980-33,

o v e rt ur ni ng

it

only

facult y member

the F a c u l t y

School A d v i s o r y

the a u t h o r i t y

wh ich

to an

to the

Ad v i s o r y Council

recommendations

departmental

compelling

A c c o r di ng

the School

contract,

reasons

in

recommendation

p ro ce du re s would appea r to give greater wei gh t

26).

neg at iv e

fa cu lt y member's r i g h t s .

individual

the

(1983-

c o n tr ac ts

appeal a

to the School

pp. 25-26).

second

the F a c u l t y

negative r e c o m m e n d a t i o n

(1980-83,

level

a

this d e c i si on to the next hi gh es t

level wh ic h made the

pp.

a d d i t i o n a l lo ws

neg ative r e c o m m e n d a t i o n

whi ch m a y refer the d e c i s i o n back

to the
83,

27).

School A d v i s o r y Council,

R e vi ew Com mi tt ee
level,

p.

The

or b o d y

in

1 imitation

restriction

of

476
a d m i ni s tr a t iv e

autho rit y;

R e vi ew C o m m i t t ee

the r e s t r i c t i o n

is a minor

of

the F a c u l t y

r e s t r i c t i o n of c o l l eg ia l

facult y

authority.

Dep ar tm en t Heads
Dep ar tm en t

heads at

bar ga in in g

unit.

made

the

when

N o r t h e r n are

In for man ts
fa cu l t y

departments,

making

a more ma na ge r i a l

are,

in

faculty and the a d m i n i s t r a t i o n
a pr oc ed ur e whi ch
d e p a r t m e n t head
fo rmulates
internal

s pe ci fi c
or

ext er na l

co ns id er at io ns

In

other

st yl e has been a d op t e d

by the

be ca us e

is

open,

guideli ne s,
candidate

and q u a l i f i c a t i o n s

r ec om me nd at io ns

from the d e p a r t m e n t .

years,

and
at

the

of the

school

wh et he r

p.

asks

10).

for

Appointments
may

Informants

an

budgetary

to the dean,

administration

its d i s c r e t i o n .

When a

des ired,

or

by

of both.

(1980-83,

the

head

the y are se l e c t e d

is

makes

decision

b e t w e e n the

in cluding

administration

de pa rt me nt

caug ht

the de an

a c a n d i d a t e (s )

five

structure.

a sense,

d e p a r t m e n t re com men ds

for

peers and r e a d i l y

r e qu ir es the e n d o r s e m e n t
p o s i t io n

the

M a n y of the

decisions.

head and has pr od u c ed a less c o l l e g i a l
D ep ar t me nt heads

plac ed

the b a r g a i n i n g u n i t .

fa cu lt y when

of the

determination

or ga ni ze d

f u n c t i on as first a mo ng

de pa r t m e n t heads
their

that a

originally

d ep ar t m e n t heads outsid e

consul t

rep or t

not m e m b e r s

The

and the
further
are made
remov e

repo rt

a

that

477
this has
There

not occ ur re d

during

the

life

of the

contracts.

is v e r y little tu rn ove r am on g de pa rt m e n t heads.
A minor ch an g e has been made

in these p r o c e d u r e s .

before the d e a n f orm ul at es g u i d e l i n e s
department
co ns ul t ed

head,

the

(1980-83,

p.

f ac ul ty
10).

of

for s e l e c t i o n of a new

the

d e p a r t m e n t must

This change

in the a u th o r ity of the d e p a r t m e n t

Nov,

is a minor

be

increase

faculty.

W,orJ^ljcLCondit 1oris.
El ev e n
work ing

have

conditions.

proce dur es
have

c ha ng es

been made

Most

of these

for g r a n t i n g v a ri ou s

been

made

in

re sp on si b i l i t i e s

of

in the
have

types of

the d e f i n i t i o n s

of

p r o v is io ns
been

leaves,
the

made

for
in

and several
pr of es si on al

faculty m e m b e r s .

P r o f es sl on al .Resn.ong.lb.11 ities
Five ch a n ge s
d ef in in g the
teachin g

work

load,

have been made
of

w hi ch

fa cul ty m e m b e r s .
was d e f i n e d

twelve hours per s e m e s t e r , is not
(1975-77,

p.

27;

1980-83,

p.

a d m i n i s t r a t i o n a little more
which

spl it

limited by
that

the

24

instances,

normal credi t hour

First,

in e a r 1 ier

pr ov isi on
the normal

co n t r a c t s as

24 hours per a c a d e m i c year

29).

This change a l lo ws

la titude

hours unequally.

an oth er clau se

"in most

in c o n t r a c t ua l

the

in making a s s i g n m e n t s
This

latitude

is

in the new pr ov is io n w h i c h states
twelve

(12) cred it

hours

load for each regula r semes ter "

is

the

(1980-

478

83, p.

29).

This

is a

minor extension of

administrative

authority.
Added

in the c ur r e n t c o n t r a c t

credi t hour d i r e c t e d s t ud ie s
equivalent

(in de pe nde nt s t u d i e s ) c o u r s e as

to o n e - f o u r t h of

f a cu lt y m e m b e r 's

is a d e f i n i t i o n of a four

a credit

hour

load (1980-83,

The new

pr o v i s i on also states that the d e a n and d e p a r t m e n t

head must

member

these

per ter m

increase

in

ass i g n m e n t s .

The

administration
and

article,

8).

final

assignments.

class

and

that g e n e r a l l y

is limit ed to t e a c h i n g one

this s ort
minor

assignments

(1980-83,
the

p.

computing a

29).

a p pr ov e

tea ch in g

in

This a d d i t i o n

a d m i n i s t r a t i o n 's

authority

wo uld
in

Ac c o r d i n g

to

app ea r

the
the

to

a m o n g the

others

few or n o n e .

informants,

With the pr o v i s i o n
an

overload,

compensation
the
that

that these be c o m p e n s a t e d

a faculty
for

member

a four-cr ed it hour

facul ty m e m b e r 's base salary.
there was

w ou ld

Some

a considerable

facul ty
studi e s

according

among s c h o o l s .
when taught as

receive a bo ut

course,

p.

had var ie d

The d i r e c t e d

a l t h o u g h this va r i e d

r ights

(1980-83,

co u r s e s were g e n e r a l l y taught as unpaid overloads,
to f a cu lt y

the

"to d e t e r m i n e

studies

d i f f e r e n t d e p a r t m e n t s and s c h o o l s .

taught m a n y and

give

management
right

h an d l i n g of d i r e c t e d

over

all s c h e d u l i n g

s c h e d u l e s , . . .and ass ignments of faculty"
the

is a

authority

this and

the a d m i n i s t r a t i o n retai ns

However,

f a cu lt y

f o ur -c re di t hour cou rs e of

p. 29).

c o n t r a ct

a

$200

d e p e n d i n g upon

F a c u l t y i nf or ma nt s report
decrease

in the

number

of

479
directed

s tu d i e s

mandato ry .

courses

Gradually

recently,

offered

more

when

of

these

always for

p er ha p s not

compensation
have

been

com pen sat ion ,

was

taught

informants

report.
In a third change,

the r e q u i r e m e n t that

n o ti fy their d e p a r t m e n t

head when c h a n g i n g

of

has

a

s c h e d u l e d class

fa cu lt y

members

d e p a r t m e n t head

se cu re

bec om e a
the

1980-83 , p. 30 ).

the time or place

requirement

approval

pr ior

wh e n t h e y wi s h

to do

that the
of

(1975-77,

so

is a minor de c r e a s e

This

fa cu lt y me mb er s

in the

their
p.

28;

individual

fa cu lt y m e mb er *s rights.
The
me mbe rs

fourt h

chan ge

from backing

ca mp us c o u r s e s .
and

then

Wh e n a f a c u l t y

re je ct s

This

for

that

to d i sc ou ra ge

out of their co mm i t m e n t s

the

receiv e c o n s i d e r a t i o n
right”

is an a t t e m p t

of

is a mi nor d e c r e a s e

to teach off-

memb er does agree to do

a s s i g nm en ts ,

for a d d i t i o n a l
the

fa cu lt y

member

term

will

"as a mat te r

co urs es

fo ll owi ng
in the

the

( 1980-83,

indivi dua l

so
not
of

p. 54).

fa cul ty m e m b e r 1s

rights.
Th e

fifth c h a n g e

involves cre di t

for U n i v e r s i t y se rvi ce

for

the Association receive

in their a n nu al e v a l u a t i o n r e p o r t s .

In the earlier c o nt ra ct

which

faculty

provision,

m e m b e r s who work

fa cu lt y

me mb er s

would

"insofar as such r e s p o n s i b i l i t i e s
Interests

of the

c ur ren t contract,

U n i v e r s i t y . .."

rece ive

su c h

are ex er ci se d
(1975-77,

this q u a l i f y i n g

p.

credi t

in the best

31 ).

phrase has been

In

the

dr op p e d

480
and the

a d m i n i s t r a t i o n m a y no longer

(1980-83,

p.

31).

This

is

make this d i s t i n c t i o n

a

minor

de c r e a s e

in

a d m i n i s t r a t i v e authority.

Leaves
Five ch ang es
var ious

types

redu ct io ns

have been made wi t h regard to ap pr o v al

of

in

leave,

ad m i n i s t r a t i v e

of

which

provision

for the number of s a b b at ic al

each y e a r .

The

origina l co n t r a c t

minimum

within which

s pe ci fi c

number

One

provided a

to

faculty,

number

p.

40).

of sa b b a t i c a l s

re du ct io n of a d m i n i s t r a t i v e author i t y .

The s i g n i f i c a n c e
perhap s

of this

half of

a c c o r d i n g to

p ro b l e m c it ed

exp er ie nc e

try ing to
for

cha ng e

is d i m i n i s h e d

the sa bb a t i c a l s

f ac ult y and

The ge ne ra l

or

Other

a range to a s p e c i f i c number

is a minor

half pay

is

with full pay.

from

c on tr ac t a ll o w s

w h ic h

pa y for the

The ch a n g e

year,

the

such as a semester

c o m b i n a t i o n s are possible,

fact that

granted

decide

be granted,

(1980-83,

in the

Recent c o nt ra cts

full-year s a b b a t i c a l s at half
300

the

m a x i m u m and

could

c u r r e n t l y twel ve
wh ic h

of

leaves to be

of sabbaticals to g r a n t .
number

minor

in the cha ng e

the a d m i n i s t r a t i o n

s t i p u l a t e d the exact

involve

authority.

in administrative authority

red uc ti on s

have

most

of

go unused

a d mi ni s t r a t i v e

each

informants.

is the d i f f i c u l t y faculty membe rs

live

on

half

pay.

g r a n t i n g of sa b ba ti ca ls

a semeste r

by the

at

full pay,

Al t h o u g h
for a year

facul ty

the
at

informants

481
report
the

that most are the f o r m e r .

low number

ex pl ai n

so m e t i me s

fa c u l t y

t hr ou g h and

retu rn to a regular

work

A seco nd chan ge

load.

This

absence will

eva lu a t ed

be r e tu rn ed
and,

o ff er ed a no th e r

p.

of the

to the

if

is often the c a s e .
that a

leave after two

former departme nt,

not able

p. 4 4 ) .

(1980-83,

chan ge dr op s

taking

leave

to

"a vailable e q u a l l y to
77,

re que st to

is u s u a l l y pos sib le

which

if

a

to

adequately

This

if there

is a minor

in a d m i n i s t r a t i v e au th o r ity in rehir i n g .

The third
is

for

The grant

pos it Ion at the U n i v e r s i t y

is an a p p r o p r i a t e v a c a n c y

who

apply

is the a d d i t i o n of the p r o vi si on

a year

after

point to

informants

m a y then

from long te r m d i s a b i l i t y

member r e t u rn i ng

decrease

me mbe rs

the member

a re pl a c e m e n t has not been hired,

perform,

Ot her

while a n t i c i p a t i n g receip t of a g r a n t .

not come

years

i n for ma nts

of s ab ba t i c a l a p p l i c a t i o n s .

that

sa bba tic al
may

Some

42).

s er ve as

an

ex pe r t

is a minor

f a c u l t y mem be r

increase

a member

witne ss

both sides of a n y court

This d e l e t i o n

individual

the r e q u i r e m e n t that

case"

be

(1975-

in the rights

to de c i d e wh e n and to whom

to offer such s e r v i c e .
The

fourth

chan ge

in granting servi ce
for

professional

degree,
allow

now
the

increase

credit.

discretion

When f a cu lt y take unpaid

development

in

order

to

as

decrease

servi ce
the

credit.
facul ty

This

m e m b e r 's

leave

work to w ar d

the a d m i n i s t r a t i o n m a y de c i d e wheth er
time

or

increases a d m i n i s t r a t i v e

or not

decision

a
to
may

probat ionary

482
peri od

as

well

as

the

time

before

eligibility

for

a

s a b b a t i c a l and s im il ar time p e r i o d s .
The

fifth

cha nge

administration's
polit i c a l .

a u t h o r i t y to

The

P r e s i d e n t cou ld

or ig i n al

reduction

d e c i d e w h ic h
c o nt ra ct

was a

pro vi de d

serve on

p u bl ic c om mis si on s,

77,

47) .

p.

The c u r r e n t

" 'Political Activity'
or a p p o i n t m e n t

the

that

the

c o n s u l t i n g done
and what

and that the P r e s i d e n t could d e e m w h et he r
for a fa cul ty memb er

in

a c t i v i t i e s are

polit ica l a c t i v i t y

"proper"

to,

a

d e t e r m i n e what a d v i s i n g or

by fa cu lt y me mb e r s
not,

involves

or not

was

it was

to take a leave when c a l l e d
councils,
c on tr ac t

to a polit ica l

e t c . (1975-

boards,

s i m p l y provide s

shall den ot e c a n d i d a c y

to

for,

that

e l ec ti on

po si t i on or office"

(1980-

83, p. 48).

Salary Determination
One mi nor
which

cha ng e has

m e m b e r s ' s a l ar i es

me ri t pa y lan gu ag e
the 1983
resul t

been made
are

of

these

the pr ov is io ns

determined.

have been made

e x t e n s i o n of the

in

in

C h an ge s

each con tr ac t and

1980-83 c o n t r a c t .

ch an ge s

is

a

in

slight

by
the
in

The com bin ed

restr iction

on

administrative a c t i o n .
The ori gi na l c o nt ra ct pro vid ed that
the

right

to

c o m p e n s a t i o n to
contract

pro vi de d

provide,
individual
that

in

its

faculty"

"the board re serves

dis cretion,
(1975-77,

add it io na l

p.

up to $20,000 might be used

50) .

The

for this

483
purpose

and

that the

m e m b e r s 1 base
not

salaries.

grievable.

amou nt

raises
The

Faculty

allotted

for

administration.

g r an te d became

part

Board *s a c ti on s

in formants

this pu rp os e

in

this were

report that

the total

was not

so used

The s u b s e q u e n t c o n t r a c t pr ov id ed

( 1977-80, p .

first c o n t r ac t
According

a wa rd

fa c u l t y m em b e r s

to

g ui d el i ne s

A s s o c i a t i o n"

should

belleve d

52) .

fa c u l t y

receiv e

the

terms as

Board could

$600 for merit, which were

between

a g r e e d upon by

a d m i n i s t r a t i o n was not
the

to
p.

A s s o c i a t i o n a l l o w e d the

the

R e c i p i e n t s were se le ct ed

ag re e d

(1980-83,

that the meth od

contract,

bonuses of

not added to the b a s e .

the

"acco rd ing

Board

an d

F a cu l t y informants

report

the a d m i n i s t r a t i o n and
to re commend

ind iv id ua ls

bonuses.

However,

bound to and

the

did not alw ay s

the
it
the

follow

f a cu lt y r e c o m m e n d a t i o n .
In the

1983 letter of a g r e e m e n t

contract,

the A s s o c i a t i o n re g r e s s e d

1980-83

contract.

The

e x t en di ng the 1980-83

from the

parti es

language

agreed

fa cu lt y m emb er s s e l e ct e d by
ma rk et

adjustments.

in the

or ig in al

T his c u r r e n t

language,

language

is

no purpose was

each to

s i mi la r

me ri t or market a d ju s t m e n t s

whereas,

the

for merit or

con tra ct w i t h two e x c e p t i o n s .

raises are de s c r i b e d as
cu rr en t

the a d m i n i s t r a t i o n

in the

that

a d m i n i s t r a t i o n co ul d award ten p a y raises of $1,000

that

"merit

50).

the 1980-83

to

by the

for

mark et and e q u i t y s a l a r y a d j u s t m e n t s " under simil ar
the

of the

specified

to

The pay
in the
in the

484
original provision.
each

re c i pi en t

contract,
the

but

is a

ori gin al

curren t
than did

is

the a m ou nt wh ich m a y be gi ven to

specified
mat te r

contract.

language
the

Also,

gives

$1,000

in

of a d m i n i s t r a t i v e
Through

these

the

c ur re nt

discretion

two changes,

in
the

less a u t h o r i t y to the a d m i n i s t r a t i o n

original l a n g u a g e .

the language

is

not g r i ev ab le

de fi n i t i o n s

of

mar ke t

d i f fi cu lt to

as

that since

either year and,

in

value

agree upon,

One might ar gue

an d

merit

especially

the ef f e c t i v e

becaus e

change

is

are

that of

s et tin g the amo un t whi ch m a y be g i v e n to each recipient.

E du ca t i o n a l Policies
Faculty
throu gh the

e x e r c is e

influence

departmental

c o m m i t t e e s which

byl aw s

re vi e w and

over

academic

and t h r o u g h

policie s

the c o l le gi al

recommend c h a n g e s .

The major

c o l le gi al b o d y w i t h regard

to a c a d e m i c po li c i e s and change s

is

This

the a c a d e m i c

Senate.

body

ex i s t ed pr ior

to the

or g a n i z a t i o n of the f a c u l t y for c o ll ec t i v e

bargaining.

the

made to

f a cul ty organized,

the d e c i s i o n was

Senate make a part of the A s s o c i a t i o n rather
a d m i n i s t r a t i o n to deal with two s e p a r a t e
the

When

have the

than compel

bodies

the

r e p r e s e n t i ng

faculty.
The

sen at e

b a r g a i n i n g unit,
de pa r t m e n t s

is

c o mp os e e x c l u s i v e l y

e l e c t e d a n n u a l l y to

and s c ho ol s

(1980-83,

ad m i n i s t r a t o r s m a y att en d m e e t i n g s

of me m b e rs

r e p re se nt
p.

11) .

of the

the various

St ud e n t s

of the Ac ad e m i c

Senate

and
by

485
In vit a t io n
"the

( 1980-83,

p.

11 ).

The co n t r a c t

A s s o c i a t i o n h e r e b y ch o o s e s

indicates that

to d e l e g a t e

the

fol lowing

ar ea s of

its r e s p o n s i b i l i t y . . .to the Ac ad e m i c Senate"

83,

12) .

p.

The

areas

delegated

c u r r i c u l u m c han ge s of minor
for those
recall

and major

wh ich are c o ve re d

(1980-83, p. 12 ).

recommendations

to the

Co mmi tte e,

which

in the

83,

pp.

also serve on

Minor p r o g r a m

i mp lem ent ati on"
w hi ch are

recommendation
recommendation
Educ at ional

the

(1980-83,

not minor,
to
or

Policy

its

deals of fi c i a l l y

in

the Pr ovo st and keep the
( 1980-

pr ogr am pla nn in g

or c u r r i c u l u m

p. 13) .

the

In the

the A s s o c i a t i o n

Pr ovo st

Provost,

who

may

forwa rd

the

may

the

to

consideration

the
the
and

recommendation.

The c o n t r a c t pr ov i d e s

of the EPC shall

be a c c o r d e d g r e a t we i gh t by the Provo st and

shall

n o r m a l l y be

fo llowed"

Pr o v o s t m a y m o d i f y or
for

"serious and

change

that

"for

facult y

implement

proposal

its

its

case of changes

forwards

the

for

change s are

Senate which sends

A s s o c i a t i o n to

Committee

Policy

haIf-administration

upon by the Ac a d e m i c

"d ec isi ons " th ro ug h

and

forwards

the E d uc at io na l

informed a bo ut a c a d e m i c

g e n e r a l l y acted

except

(1980-83, pp. 12-13 ).

is h a l f - f a c u l t y and

12-13) .

and

se ct io n on layoff

The A c a d e m i c Senate

c o m p o s i t i o n and f u n ct ion s to a d vi se
Association

program

implications,

A s s o c i a t i o n wh ic h

with the a d m i n i s t r a t i o n
F a c u l t y me m b e r s

include

( 1980-

(1980-83,

p.

" r e c o mm en dat io ns

13) .

the r e c o m m e n d a t i o n of

c o m p e l l i n g rea so ns "

(1980-83,

p.

But

the

the EPC

13) .

As

486
p oi nte d out
and
to

by informants,

the m ea ni ng s

"serious and c o m pe l l i n g
be d e t e r m i n e d

pr ec is e

an a r b i t r a t o r

language

re s o l u t i o n

was

a

to

tenure

track.

becau se

Some

with

seniority, is

the y have

senior

layoff

In a d d i t i o n to

to N o r t h e r n 's
issuing layoff

appointed

(temporary)

reappointed,

and some

gi vi n g

faculty

no

the s p r i n g / s u m m e r

re s p o n s e s to state
declines
financial
contracts,

but

is

the

the Board of Contr ol

who were

or

and sent

were among

p r og ra mm at ic
in

co n t r a c t s
notices,

need,

(1980-83,
the

sessions.

not

layoff

p. 36).

administration

A number of

membe rs

regularly

the
those

d e ci di ng

to reduce c o s t s .

faculty

layoff

tenured or on

professors

The

were

not

were annualized,

as si g n e d
These

not

B o a r d ’s d e c i s i o n
gr ievable

Pr e s i d e n t' s

faculty/administration
recommendations

(Carlson

te ac hin g

ac t i o ns

were

a p p r o p r i a t i o n ho ld - b a c k s and a n t i c i p a t e d

in e n r o l l m e n t .
exigency

mutual

following

f a cul ty m e mbe rs

faculty a p p o i n t m e n t s
membe rs

of

filed

exigency

b e cau se

took a number of other actio ns

in

exte nt

the p r i m a r y c o n s i d e r a t i o n

order a c c o r d i n g

some

the

25 g r i e va nc es

financial

19 fa cul ty membe rs

thr ea te n ed

dut i e s

would u l t i m a t e l y have

In April of 1982,

state of

notic es

to

layoff of 19 t e nur ed

pp. 108-113).

d e cl ar ed

tes te d

of a p p r o x i m a t e l y

the t h r e a t e n e d

term

"great weight"

legal d e f i n i t i o n s .

The

1983,

by

re asons"

of

give

Education

to d e c l a r e a

according

failure

to

Policy

"serious reasons"

for

to

follow

the
the

C o m m i t t e e 's
not d o i n g so

487
was

grieved.

A grievance

was

al s o

layoffs were cl oak ed at t e m p t s
were al so

filed a l l e g i n g that the

to attack t e n u r e .

filed a l l e g i n g c i r c u m v e n t i o n of

the

G ri ev an ce s
layoff

order

r e c om me nd e d by the EPC.
In the n e g o t i a t e d s e t t l e m e n t r ea ch ed about a year after
the

f inancial

avoided.

e x i g e n c y was

In some

cases

the fa c u lt y

others

retirement.

The

reduce d

by

the

layoffs

me mbe rs were

f a c u l t y agr ee d

in the

1.87% de c r e a s e

dec lared, the

base

sa vi ng s

s ub se qu en t analysis,

some

were

were

rescinded, and

r ea ssi gn ed

or

to a s a la ry

salary.

made

layoffs

took ea rly

concession,

This pe rc en ta ge

th ro ug h

in

attrition.

a

was
In

a

A s s o c i a t i o n members e x p r e s s e d the

belief that what was

o r i g i n a l l y a financial e x i g e n c y became

a pr og r a m m a t i c cha ng e

(Bays

In

p r o v is io n

po lic ies
Added

on l y

are two

Committee,
sp eak ers

for

fa cul ty

one minor
advisory

those of
(1980-83,

1983,

areas

13).

co ll eg ia l a u t h o r i t y of

involvement

co n t r a c t change

gra du at e
p.

p. 114).

the

for

the

in

has been

is a

made.

Edu ca ti on al P o li cy

as si st a n t s and
This

ed uc ati ona l

co mm en ce me nt

minor gain

in the

fa cul ty who make up half

of this

committee.

G r i e va nc e P ro ce du re s
Only

one

procedures.

min or
D r o pp e d

not permit a gr ievance

chan ge
is

has been

the earli er
to be

made

in

grie va nc e

r e s tr ic ti on

w hi ch did

filed over an al l e g e d

case of

488
discrimination

when

the

c o m p l a i n t under the
This

is a minor

grievant

had

state or Feder al

increase

in the

already

law

(1975-77,

individual

filed
p.

a

17).

f a cu lt y me mb e r ' s

rights.

Total
At

No r t h e r n M i c h i g a n

power or righ ts
was si gn e d

Only

Wh e n this

the we ig ht e d total

number

among

the

is

Michigan

th ir t y

som ew ha t

in

original co nt ra ct

change

is as si g n e d

is thirty-one,
ex am ine d

a we ig h t

of

a r e l a t i v e l y small
in

this

study.

for 61% of the total we ighted c h a n g e s .

below

institutions.

changes

one of these chang es was of major

insti tu ti on s

F a c u l t y gains a c c o u n t
This

University,

have been made since the

in 1975.

significance.
"two",

of Chang es at N.M.U.

the a v e r a g e

(68%)

for

the nine

CHANG ES AT O A K L A N D U N I V E R S I T Y

Introd uc ti on
O a kl an d U n i v e r s i t y
donat ed m o n e y and
a

college

in

m et r o p o l i t a n
1983,

p.

was

in 1959 wh e n

a couple

land to M i c h ig an State U n i v e r s i t y to start

Oaklan d
Detro it

8).

founded

In

County,

w hi ch

is

just

north

of

(Oakland Unive rs ity G r a d u a t e Cata lo gue
1970

Oakla nd

became

in de pen den t

from

Mi ch ig an State University.
Cre at in g

a high q u a l i t y

focus of the c ol le ge
be a major em pha sis
of

u n d e r g ra du at e

in its e a r l y y e a r s .
in

p r of es sio na l and

This co n t i nu es

O a k l a n d 1s miss ion,
gra dua te

pr og ram s

p r o g r a m was the
to

al t h o u g h a number
have

been

added,

including d o c to r al de gr e e p r o g r a m s .
In 1970,
by

the

fa cul t y at Oa kla nd voted to be repr ese nte d

American

(Douglas
public

the

1983,

p.

higher

Michigan.
Oakland

University
exp ec t a t i o n s
d e c is io ns
Un f a vo ra bl e

18).

ins ti tut ion

that

for c h a n g e .
an

compar isons

U ni ve r s i t y with

from

same

time

Po li c i es

issue
of

for

to

P ro fes so rs

some

faculty

pr ovoked some

489

and

in

of r e a s o n s .

Michigan

State

there

were

em pl oy me nt

facul ty

salar ies

facul ty

four-year

or ga niz ed

for m a k i n g

those at O a kl an d C o m m u n i t y

local pub li c schoo ls

be

for a number

independent

a bou t

were

University

became the sec on d

f ac ul ty or ga niz ed

b e co mi ng
at

of

Oaklan d

ed uc at i o n

The

was

Association

members.

at

Oakland

Co lle ge and the
members.

In the

490
course

of co n t r a c t

strike

for 16 days

3).

Aga in

negoti at io ns ,
in 1971

in 1976 the

the

facul ty went

(NCSCBHEP December

fa cu lt y

struck,

out on

1983,

for three

pp.

2-

days,

in

res ponse to st all ed c on tr ac t n e g o t i a t i o n s .
The

first

contr act s

c o nt ra ct

were

wr it t e n

su bs e q u e n t c o n tr ac ts
current
1985.
time

was

co n t r a c t

for the

have been

as

well

in

first

1971.
five

Ma rch

includes
as

1983

Annual

years.

m u l t i p l e year,

w hic h cove rs

The b a r g a i n i n g unit
fa c u l t y

sig ne d

including the
th r o u gh Aug us t

full- and regular

profe ss ional

The

part-

librar ians

and

department c h a i r s .
In the
of

ch a ng es

cour se
have

of n e g o t i a t i n g eight

been made,

particularly

e mp lo y m e nt

decisions,

layoff

absence.

Under

first

enjoyed

a

the

str on g

ap po int men t,

role

Bi ndi ng a r b i t r a t i o n was
and

and

making

area

arbitration

is

other

included

the e x t e n s i o n

in the
of

and

areas
leaves

O a k l a n d 's

of
of

facul ty

r e c o m m e n d a t i o ns

A n ot he r

original

tenure.

of the

e mp lo y m e n t de cisions,

and n o n - r e a p p o i n t m e n t .

the

in

p r o mo ti on and tenure d e c i s i o n s .

fa cu lt y cou ld grie ve deni al

in this

in

recall

contract,

in

reappoint men t,

cont ra ct s a number

A major change

right to
such

major change

was the a d d i t i o n of a bipa rt it e co m m i tt ee

contract,

gr ieve to

as no n- t e n u r e
in

this area

to hear a p pe a l s of

de ni al s of t enu red p r o m o t i o n s .
M a n y c h an ges
more

im portant of

have been
w hic h

is

made

in layoff and

gi vi n g the

r e c a l l , the

a d m i n i s t r a t i o n the

491
a u t h o r i t y to

de t e r m i n e

if so,

to

layoff

occur

o n l y in

if a d e pa rt m e n t

facult y members.
the

eve nt of

is o v e r s t a f f e d and,

Previously,

chang es wi t h

layoffs could

reference

to a

specific student/faculty r a t i o .
O ak la nd

has

fa cu lt y have
policies

added

a recommendatory

for these

The

curriculum

and

other

University

Senate,
of

f a cul ty

its

these

bodies.

extended

to

co nti nu e
Now

the

the

An

leave
in

th r o u g h

the

ad

pol icies and

protection

f a c u l t y ’s

hoc

com mi tt ee s w i t h i n the

important co nt r a ct a d d i t i o n

the

of

actively

committees,

and the

The

development

de ci si on s

standing

the President,

a g r e e m e n t to

in both

p a rt ici pat e

a c a d e m ic

d e p a r t m e n t s and s c h o o l s .
the

role

leaves.

leaves and the gr an t i n g of s p e c i f i c

applications.

committees

f a cu lt y r e - t r a i n i n g

p r oc e d u r e s

of

contract

is

participation

in

of the

c o l le gi al

is

a c a d e m i c d ec is ion-mak i n g .
In the

curre nt contract,

the

parties have

that the

new e l e ct r o n i c and relat ed

special

consideration.

negotiation

over the

The

te aching me dia

parties

im pl ications of

until the next co nt r a c t n e g o t i a t i o n s .

recognized

the

require

have

deferred

issues

involved

492
Association Rights

Def in i ti o n of the Ba rga i n i n g Unit
and Its Work
Two change s
unit

and

its

ba rg ai n i n g

have been

work.

unit and

pe rf orm an ce

One
the

made

in

the d e f i n i t i o n

of the

increases

the m e m b e r s h i p

of the

other

increases

of b a r ga in i n g unit work by

re s t r i c t i o n s

on

persons who are not

in the ba rg a i n i n g u n i t .
At
tenure

Oa kla nd there are
track

tea chi ng

a number

ap po in tme nts ,

t e m p o r a r y a p p o i n t m e n t s and
instructors,

who

The d e f i n i t i o n of

of cat eg or ie s

including p a r t - ti me and

fu ll-time a p p o i n t me nt s

lack the c r e d e n t i a l s

customary

the b a r g a i n i n g unit has

in the

of special
for

tenure.

been e x p a n d e d to

include some of these categor ies whi ch were not
part of the b ar ga i ni ng unit

on n o n ­

included

original c o n t r a c t .

as

Under

the ori ginal contract,

the A s s o c i a t i o n re pr ese nte d em pl oye es

who r e g u l a r l y

in t e a c h i n g and/or

engag ed

r e s e a r c h work and

ex clu ded

"h on ora ry

p r o f e s s o r s . . .visiting

temporary

employees,

and

1 1 . 2 ).
am ong

In the c ur re nt contract,
others,

vis iting

full-time

professors,

profes sor s who teach
teach six

unit,

wit h

instruction

e m pl oy ee s"

special
(1983-85,

lecturers
pp.

1-4).

a sem es te r

the e x c e p t i o n
such

as

(1971-72,

the Associat ion represents,

and regula r part- tim e

credit s or more

bar ga in in g
ap pli ed

all other

lecturers . . .,

music

are

fa cu lt y and

and

h o no ra ry

Now pe rso ns

who

included

the

in

of those

who provide

lessons.

Informants

493
report

that the

change has

increased the

both in types of m em be rs and
of pa rt -t ime

f ac ul ty

interests served.

was a great er

exc es si ve

use

of pa rt -ti me

Currently

this

par t- ti me

and other

unit

is a

is not a major
types of

minor ga in

in the

The p o s i t i o n

issue at an ea rli er

when en r o l l m e n t s were g r ow in g rapidly.
of

b a rg ai n i n g unit

time

Then the p o s s i b i l i t y

instructors was
issue.

The

e m pl oy ees

a concern.

inclu sio n of the

in

the b a r g ai ni ng

c ol lec ti ve a u t h o r i t y

of the

faculty.

contracts provi de that

The Oa k l a n d
cours es

is

the ex c l u s iv e work

Fewer

certa in e x c e p t i o n s .
curre nt

contract

contract.

than

The

of the ba rg a i n i n g

unit with

ex ce p t i o n s are al lo we d under

were

c u rr en t

te ac h i n g of credit

a l low ed

co nt r a c t

under

the

re stricts

the

or ig inal

teaching

by

a d m i n i s t r a t i o n to one course per y e a r , unless the d e p a r t m e n t
involved has gi ve n ap pr o v a l

for more

85,

is

p.

2).

authority
teach.

This cha ng e

than one course

a minor

restr iction

(1983of the

of the a d m i n i s t r a t i o n to ass ig n a d m i n i s t r a t o r s

Infor ma nt s

rep or t that a

al lo we d by de pa rt m e n t s ,

few e xc ep ti on s have

to

been

but that g e n e r a l l y a d m i n i s t r a t o r s do

not teach more than one co u r s e

per y e a r .

Agency Shoo
Be g i n n i n g wi t h
(1975-76),

an a g e n c y

b a r g a i n i n g unit

the r a t i f i c a t i o n of
shop p r o vi si on

m e m b e r s have

the

fifth co nt ra ct

was a d d e d ,

been re quired to

i.e.,

either

all
join

494
the As so c i a t i o n and
pp.

5-6).

did not
major
The

pay dues or p a y a s e rvi ce

In earlie r contracts,

change

Association,

not

whi ch

directly

must

bar ga in in g unit whether
not they

are m em be rs

generally

nothing.

in the a u t h o r i t y of

does

(1975-76,

b a r g a i n i n g unit me mb er s who

join the As so c i a t i o n paid

increase

fee

This cha ng e

the c ol le ct iv e

alter

represent

faculty.

the du ti e s
all

is a

m e mb er s

of

the

of

the

or not t h e y pay fees and wheth er

of

regarded as

the A s s o c i a t i o n .
a benefit

to an

A g e n c y shop

or
is

A s s o c i a t i o n and

a

d et rim ent to an a d m i n i s t r a t i o n be ca us e the chan ge

increases

re venues

increases

av ai la b le

to the A s s o c i a t i o n and u s u a l l y

its m e m b e r s h i p as w e l l .
of

an

Association.

membe rs

is re duc ed

A g e n c y sh o p
Individual

increases

ch o ic e of

by a g e n c y shop,

but

A ss o c i a t i o n to r ep re sen t the f a c u l t y

pay neither dues nor a s e rvi ce

will at tem pt to pe rsu ad e them to
failing,

the

Oakla nd

w i th h ol d

which

those

larger

of either

the m e m b e r 's

annual

salar i e s .

faculty me mbe rs
refuses

to p ay

for a

f e e , the As so c i a t i o n

the dues

Oa kla nd

or

to re qui re

sa la r i es a

125% of the

period of

dues

or

That
that

pe na l t y
4/365 of

s us pe nd s the erra nt

four d a y s .

the a g e n c y fee or

the "member s h a l 1 not be r e - em pl oy ed

the

when b a r g a i n i n g unit

do one or the o t h e r .

members•

is the

few faculty

the a b i l i t y of

Assoc iat ion has the aut ho r ity
from

a

is e n h a n c e d .

A c c o rd i ng to the current contract,
member s

the s e c u r i t y

If

a member

the penalty,

to teach cre di t

courses

495
at O a kl an d
owing"
the

unless an d until

(1983-85,

p.

7).

he pays

the dues

or

The A s s o c i a t i o n agr ee s

legal re sp on si b i l i t i e s

the

fees

to assume

for the a c ti on s O a kl an d must take

to enf orce a g e n c y shop.
The
gain.
made,

A s s o c i a t i o n regar ds
M e m b e r s h i p was not

a concern

a c c o rd i ng to A s s o c i a t i o n

a g e n c y shop
security.

was u nd er t ak en
C u r r e n t l y ab ou t

the dues
pay

a g e n c y shop

or the a g e n c y

do zen

others who

as the next

remainder

of the Ass ociation.

to

union

four to six persons refuse

to pay

each year

for four days,

to

wh ic h fall

Wi t h the e x c e p t i o n perha ps of a

the a g e n c y

representation

of the ba rg ai n i n g

Ag en c y sh o p did

of the ba rg ai ni ng unit

was

The m o ve me nt

fee and are co m p e ll ed

of the membe rs

important

step toward

break.
pa y

an

when this cha ng e

informants.

the p e n a l t y and be s u s p e n d e d

dur in g a U n i v e r s i t y

as

fee,

the

unit are members

increase the p r op o r t i o n

who are me mb er s of

the Association,

a c c or di ng to i n f o r m a n t s .

Ma na ge m e n t Rights
The original
clause wh ich
Agreement,
assign,
d is cha rge
the

c o n t r a ct

c on ta in s a

sp ec ifi es that,
O ak la nd

promote,
its

su bje ct

Univers ity

schedule,

b ar ga in in g unit

s c h e d u l e . . . , locate,

and c o n t r o l ..its

to the

has

layoff,

m a n a g e m e n t 1s

the

r ight

recall,

f ac ult y

terms
to

right
of

the

"hire,

d i s c i p l i n e and

m e m b e r s , . . .determine

r e l o c a t e , and remove e q u i p m e n t ...,

property"

(1971-72,

XIII.

66).

M a na ge me nt

496
rights have

been e x te nd ed

areas not

co ver ed

now

difficulty

have

fa cu lt y

righ ts

areas where
are

in

in the

the

expanding

contract

interpre ted
authority

to

as not
contr ol

to
all

final

is

those

is s i l e n t .

Added
aside

by the co n t r a c t

remain

in

all
of

de ci sio ns

cases be
its

legal

regarding

(1983-85,

p.

8).

its
This

the a d m i n i s t r a t i o n .

re co gn iz ed as a real change

it has not yet had a sp ec i f ic a p p l i c a t i o n .

More

than half

o bs e r v e d

in

this

changes,

pr oce du re s
promotion;
Co n t r a c t u a l

for

most

occ urred

appo int me nt,
(2)

change s

layoff

in the

chang es

in

in

the

procedures

and

recall

Of the

areas:
tenure

or
34
(1)
and

pro vi s i o n s .

former areas are e x pe ct ed becaus e

recall

lay off

two

re-emplo yme nt ,

have major c o n s e q u e n c e s

Layoff and
becau se

were

in the O a kla nd co n t r ac ts

e mp lo ym en t de c i s i o n s are m a d e .

and

these d e c i s i o n s

Decis ions

of the change s
study

pol icies by which

a l te re d

collective

ex is t i ng rights,

in author ity for

report that this

in

in

Oa kla nd

n o n - a c a d e m i c prog ra ms "

E mp l oy me nt

careers.

or

"shall

de pr iv e

or

arbitration

is not clear

the con tr ac t

is a minor gain

Informa nts

such

or

authority

A s s o c i a t i o n would

individual

that O a k l a n d 1s

that

so

a c a d e m i c and

but that

The

"speci ficall y de li n e a t e d "

effe ct and

change

contract.

t hr ou g h pr ac tic e

the p ro vi s io ns

from those

to give m a na g e m e n t

was

for

f ac ul ty m e m b e r s '

pr ov i s i o n s were
considered

to

extensively
be a

remote

497
p o s s i b i l i t y when

the e ar li er

contracts

has s u b s e q u e n t l y bec om e a reality.
Oakland

L a y o f f s have

It

occurred at

in the past s e v e r a l y e a r s .

Impor ta nt

changes

d i s c i p l i n e and
chairs,

were negotiated.

who

d i s c h a r g e and

are m em b e r s

University.

were al s o

of

mad e

in the

in pr ov is i o n s

po si t i o n

of d e p a r t m e n t

the b a r g a i n i n g unit

R e t i r e m e n t and

pe r s o n n e l

files

for

at Oaklan d

polici es have

also been c h a n g e d .

Initial A p p o i n t m e n t
One minor c h a n g e was made
appointment.
right

to

The
"make

in the pr oc ed ur es

f a c u l t y of the d e p a r t m e n t s
recommendations

e m p l o y m e n t and

re-employment"

courses wi t h i n

their d e p a r t m e n t s

e a r 1 ier co ntracts,
vis i t i n g
The

extends

the

initial

4).

p.

In the

to certa i n

(1970-71,

co l l e g i a l

the

teach credit

1 imited

in Arts and Sc ie nc es

new provis ion

the

who

(1983-85,

f ac u l t y aut ho r ity was

lect ur er s

f ac ul ty to a minor

persons

initial

have gai ne d

co nc er ni ng

of

for

III.

author ity

4).

of the

extent.

Re - E m p l o y m e n t ._P_r omot 1on and Tenur e
Po licies and p ro ce d u r e s
were

not c o v e r ed

1974-75

in

d e t a i 1 until

contract.

c o n t i nu at io n

of

ag re eme nt

the se co nd

in

for these k e y e l em en t d e ci si ons

E a r 1 ier

var ious past

the

fourth contract,

c o nt ra cts
practices.

re fe rre d
In a

c o n t ra ct the partie s

the
to

letter of

d i re ct ed

the

498
U n i v e r s i t y Ten ur e and

A p p o i n t m e n t P o l i c y Committee,

union c o l l e g ia l

to

body,

d e v e l o p a plan

which was

to be p r e s e n t e d

(1972-73,

p.

57). It

to the

was not

that the ne w p o l i c i e s and p r o c e d u r e s
ratified.

The

employment,
baseline

1974- 75

promotion

faculty

review

involved

in re -e mp l o y m e n t ,

Oaklan d

U n i v er si ty .

these decis ions,
arbitration

is

had

been d e v e l o p e d and
provisions

poss ible

and

for

used as the

are

tenure d e c i s i o n s at
final a u t h o r i t y

to bip ar ti te c o m m i t t e e
some

re­

recommendation

retains

but gr ievance

for

in this study.

p r o m o t i o n and

O a kl an d

ap pr ov al
co nt ra ct

and tenure de c i s i o n s are

for o b s e r v a t i o n of c h a n g e s

Extensive

its

1974-75

contract

pre­

for r e s t r u c t u ri ng

f ac ul ty for

u n t i 1 the

a

types

in

or to

of decis i o n s .

An

upc om in g a r b i t r a t i o n hear ing m a y further clar i fy which types
of d e c i s i o n s are a r b i t r a b l e .
Two
decision

of the

c h a n g e s are

invo lv in g

con ce rn s

of

non-tenured

determining

the

authority

or rights

f a cu lt y m e m b e r s .

length

of

an

The

in
first

i n s t r u c t o r 's

a p p o i n t m e n t and the sec on d al lo w s a f a cu lt y member

to

from a tenure

position.

The

for r e - e mp loy me nt,

in

the

Persons hired as
term

of

as s is ta nt

p o s i t i o n to a n o n - t e n u r e

time p e r i o ds after w hi ch a

considered
de fi ne d

track

c ur r e n t

instruc to rs

e m p l o y m e n t after
p r o fes so r

in

f a cu lt y mem be r must be

pr o m o ti on or

c o n t r a ct

track

tenure are well-

(1983-85,

pp.

are g iv en a single,
which they

order

to

shift

must be

be re tained

9-10).

three-year
pr om o t e d

as

to

full-time

499
faculty members.
year

of

an

Earlie r

contracts

i n s t r u c t o r ’s

co n t i n u e d

pr ov id ed that the
e m p l oy me nt

grant ed at O a k l a n d ’s sole d i s c r e t i o n
has been
year

dropped.

is a m in or

able

of sole

chan ge

is

7).

This

a u t h o r i t y over

the

third

a recent a d d i t i on

the r e q u i r e m e n ts

a p po in tm en t as sp eci al
no n-t enu re track
c ir c u m s t a n c e s
The tim ing

of the

for

that

p.

12).

tenure

for mu lt i p le

This change a f f e c t s

the

assistant

professors.

relativ e

inflexible.

is

years,

for three years

and the poi nt s at whic h

for both ranks

term of a p p o i n t m e n t or not r e - e m p l o y e d as

terms of a p p o i n t m e n t after
or not r e - e m p l o y e d as
The n o n - t e n u r e

instructor.

track

whose

(1983-85,

first

p.

t hr ee- ye ar

full -t im e m e m b e r s .

a ma xi m u m of two two-year

which th e y must be g r a n t e d

position

in which

may be r e -e m p l o y e d

This c a t e g o r y

c r e d e n t i a l s are

req uired

for

Initial

tenure

full-time m e m b e r s .

as s is ta nt p r o f e s s o r s

whose

limited.

Ins tr uc to rs must be pr om o t e d after the

Ass is t a n t s m a y be r e a p p o i n t e d

re qu es t r e ­
in a

pr o m o t i o n and tenure m a y be cons idered are
a p p o i n t m e n t s are

to

positions

ins tr uc to rs and

tenure d e c i s i o n

a l l o w i n g nonthe y m a y not be

i n s t r u c t o r s , which are

(1983-85,

of both

Ap p o i n t m en t s are

9).

be

p.

fa c u l t y me mb er s who a n t i c i p a t e

to meet

was to

loss of auth or ity for the a d m i n i s t r a t i o n .

The se c o n d
tenured

Loss

(1974-75,

third

is

intended

different

for tenure and p r o m o t i o n

from

ins tr uct or s

or

is

that

of special

for

f a c u l t y membe rs

those c o n v e n t i o n a l l y

(1983-85,

initial ap po i n t m e n t s are as special

p.

3).

Persons

in st ruc to rs ma y be

500
em pl oy ed up to
security

to be r e t a i n e d

s e c u r i t y means
so

long

five years before th e y
(1983-85,

members'

program

Such pe rs on s m a y be c o n s id er ed
fa cu lt y me mbe rs

to be gr an te d

e m pl oy ed as s pec ia l
be done before

12).

G r a n t i n g of

the

is co n t i n u e d at

job

Oakland.

for tenure and p r o m o t i o n .

belie ve

tenure,

instructors

job

facult y member

o r i g i n a l l y hired as

as s i s t a n t pr of es s o r s do not
credentials

p.

that Oakland will re t a i n

as the

When

must be grant ed

instructors

or

that th e y have adequate

t h e y m a y r e que st

(1983-85,

tenure has been d e n i e d .

p.

12).

to be r e ­
This must

If the

d ep art me nt

involved and Oa k l an d agree,

the mem be r can be re - e m p l o ye d as

a

may

specia l

instructor and

security,
such

as m a y

a me mb e r

This ch an g e
of

f a c u l ty

be c o ns i d e r e d

is a minor

improvement

members.

or two

Cha n ge s
of some

of the co mm i t t e e s

p a r t i c ip a t e

A p p o i n t m e n t and
Faculty
Two

for

opens up

a

level,

However,

individual

career

In formants

throu gh which the

in

all-faculty

in

the

R e - E m p l o y m e n t and

report

and

Faculty
at

C om mi tt ee s

the
on

on the cam pu s- wi de

Comm it te e

f a c u l t y / a d m i n i s t r a t i o n c o m m i t t e e s give

functions

f a cu lt y makes

bodies

schools'

Promotion

not

taken this opt i o n .

in the s tr uc tu re s and

(C.A.P.s)

rights

option

major e m pl oy m e n t decis i o n s .

Promotion

job

tenure at O a k l a n d .

in the

f ac ul ty membe rs have

have bee n made

departmental

instructors.

the earlier c o n t r a c t s .

r e c o m m e n d a t i o n s a bo ut
me mb er s

It

e v e n t u a l l y gr ant ed

speci al

can not

a v a i la bl e under
that one

be other

be

( F . R . P . C . ).

f inal and bind ing

501
decis Lons
These

in cases of g ri eva nce s about em pl oy me nt decisions.

are the

Ten ur e

Rev ie w C o m m i s s i o n

(T.R.C.)

the

Internal R e v i e w

Commission.

Four

recent co nt ra ct s

involve the

s e l e c t i o n of m e m b e r s h i p of the

schools•

Committees

on

Faculty Re-Employment
The

first

and Pr om ot io n s
com pos ed

of

revi ew

A p p o i n t m e n t and

the

four

schools,

m e mb ers

departmental

make

Co mm i t t e e s

These

bargaining unit

in

or the

cr iter ia

recommendations

m em ber s

who

pp.

of

and

c om mi tt ee s

are elect ed

by

The C.A.P.s

procedures

the case

in

A p p oi nt me nt

24-25).

and the C.A.P .s
in

is a change

are st an d i n g

(1983-85,

e mp lo y m e n t re co m m e n d a t i o n s
and

Promotion

to be d i s cu ss ed

(C.A.P.s).

ba rg ai n i n g unit

chang es made

and P r o m o t i o n C o m m i t t e e .

of these

the compos ition of

of the

and

for

making

t he ms el ve s review
of

some

types

of

e mp lo ym en t d e c i s i o n s .
In
ex clu ded

the

earlie r

con tracts

dep ar tm en t

from m e m b e r s h i p on C.A.P.s,

chairs

even though

chairs were and are me mbe rs of the bar ga in in g
p.

19).

serve on

In

the C.A.P.s.

pos iti on and

reports

pr i m a r i l y me mbe rs
No ne th el es s

dean con sul ts

of

of the

they

facult y me mb er s
perspective.

On the basis

are

facult y rather
more

are ap po in te d

be electe d

d ep ar tm en t

to share some as pec ts

Cha irs

(1974-75,
to

of an ana ly si s of their

informants,

generally

dep ar tm en t

unit

the recent contracts, chairs may

were

chairs are

than a d m i n i s t r a t o r s .
likely

than

other

of an ad mi ni st ra ti ve

by the

dean after

de pa r t m e n t m e m b e r s , are granted

the

merit pay at

502
the

sole

d i s c r e t i o n of

co nt ac t with

the

the a d m i n i s t r a t i o n

members,

m a y have a s p i r a t i o n s

and are

req uired

to

wit hi n the d e p a r t m e n t
em pl oy me nt
d e p a r tm en ta l

ad m i n i s t r a t i v e
replace

in de pendent

them

to

and

al l o w i n g

those

these

share

Informa nts su gge st

me mb er s

on

the

within

these

fa cu lt y

chai rs

extent that
the

serve

take an

other

fa cul ty

give them
greater

me mb er s becaus e

greater co n t a c t

knowl edg e

administrative
The

may

on

is

tenured

the

C.A.P.s

faculty.
m a y prefer to

the p o s s i b i l i t y
stance.

of such c o mm i t t e e s

their p o s i t i on

with high

a bou t p r oc ed u r e s

chan ge

with

the a d d i t i o n

of the s c h o o l s ' Co mm i t t e e s
be

decrease.

is

than

1 ikely to

level a d min is tra tor s,
and also

insights

into

pr io r i t i e s and p l a n s .

second

c om mi tt e es

chairs

committees

administrative

Cha irs m a y be more ef feet ive m e mb e r s

an

the

that some d e p a r t m e n t s

s o m e t i m es

of

C.A.P.s,

per sp ec ti ve

to

any

chairs'

as pe ct s

be r e pr es en te d by d e p a r t m e n t cha ir s de spi te
chairs ma y

duti es

by

reasons,

some

the

made

s o me wh at reduce s the co l l e gi al autho r ity of the

that

facult y
career,

supervisory

of

To

perspective

so me wh at

Consequ ent ly ,

For

fa cul ty

a dm in i s t r a t i v e
increase

ce r t a i n

perspective.

other

most other

incl ud in g m a k i n g r e c o m m e n d a t i o n s about

committee.

en co ura ge

than do

have greater

for an a d m i n i s t r a t i v e

perform

decis ions

po si tio ns

a d m i n i s tra tio n,

faculty me mbe rs

regard

of the

to

these

re q u i r e m e n t

colle gia l

that members

on A p p o i n t m e n t and P r o m o t i o n must
(1983-85,

p.

24).

This was not

503
req uir ed

in ea rli er contracts.

composition

of

the C.A.P .s

latitude a l l o w e d the
authori ty.
of the

C .A .P . s were

members.

About

is a

facul ty

Inform ant s

This s p e c i f i c a t i o n a b o u t
minor r e s t r i c t i o n

in their ex ercise

report that
tenured,

60% of the

the

on the

of co l l e g i a l

in the past most me mb er s

a l th ou gh not

fa cul ty

n e c e s s a r i l y all

members at Oa kl a n d

are

tenured.
The
the

third change

campus-wide

Committee.

Faculty

This co mm it te e

member s e l e c t e d

by

the

the

C.A.P.s,

involvement
e mp lo y m e n t

is an a l t e r a t i o n

in

the

Re-Employment

and

is com pos ed

tenure d

facul ty

F.R.P.C.

mak ing

decisions.

chairs

e x p l ai ne d above
this section,
be

1 ikely

in the

to

shift

about

on the

d i s c u s s i o n of the

Like

fa c u l t y
var ious

has

greater

This

F.R.P.C.

As

first ch a ng e

in

on this co m m i t t e e would

its p e r s pe ct ive

point of view.

so mewhat

towa rd

is a minor d e c r e a s e

an
in

faculty.

pr oce dur es

for the

e l e c t i o n of

to the F a c u l t y R e - E m p l o y m e n t and Pr o m o t i o n C o m m i t t e e

have been c h a n g e d .
were c o n d u c t e d by the
Senate

fa cul ty

The earlier c o n tr ac ts e x c l ud ed

the c o l l e g i al a u t h o r i t y of the

m em be rs

for

F.R.P.C.

membership

fourth change,

Promotion

26-27).

vehicle

the

the pr esence of chairs

administrative

In the

a

pp.

r ec om me nd at io ns
Overall,

from

of

(1983-85,
is

author ity than the C . A . P . s .
department

in the m e m b e r s h i p of

(1974-75,

p.

In the earli er co ntracts the
Elec ti on s Commi tte e
22).

The Senate

el e c t io ns

of the U n i v e r s ity

is a bo d y of

electe d

504
faculty,

a d m i n i s t r a t i o n and s t u d e n t m e mb er s

me mbe rs

are

numerically

Pr ovo st presides.
is respon s ible
F.R.P.C.

In

to c on du ct

members.

rep re se nt s

fa cu lt y

interests

of

is a

faculty.
minor

and

To

the elect ion
is,

the

minor gain

that

Informa nts

administration
in the

significance.

Some

t h r ou gh

out that

its m e m b e r s h i p

hav in g the

and

students,

does

of a bur de n

A s s o c i a t i on assu me

which will

not be q ue st io ne d by fa cu lt y m e m b e r s .

pro mo ti on

flow

of

or tenure,

som ewh at reduce the

process,

re co m m e n d a t i o n s

two minor

influence of the

auth or ity

has

f ac ult y

Co mm it te es

on

involved

in fewer types of d e c i s i o n s .

First,

the

authority

a

fa cul ty

d ep a r t m e n t s

that

member

a revi ew

which
the

Second,

the

P r o m o t i o n are

now

chairs

increased s o m e w h a t .

begins wit h

of

First,

of de p a r t m e n t a l

first step of r e c o mm en da ti on has
of

and

it

point

have been made

increased s o m e w h a t .
Ap po i n t m e n t

wh ich

re -e mpl oym ent ,

faculty.

chairs•

this

the re su lt s

for

ch an ge s

have some

r e s p o n s i b i 1 ity for

m ay lead to

the

of the

Othe rs

this task

In

the
this

report that

the S e n a t e .

an o r d e r l y

A s so ci at ion

authority

informants

in

the

represents

the cha ng e

chan ge has re lieved the a d m i n i s t r a t i o n
share d

the

co ll egi al

report that

to

c o m p o s e d t o t a l l y of

interests and the Senate

faculty,

the

the A s s o c i a t i o n

of m e m b e r s

of course,
ext en t

fa cu lt y

over w hi ch

the rece nt co ntracts,

The A s s o c i a t i o n

faculty

shift

predominant

in w hi ch

Oa kla nd

is be ing c o n du ct ed

in

the

Review

notifying
(1983-85,

the
p.

13).

The e ar li er

c om mit tee
p.

The

current contract

the r e v i e w

(1983-85,

p.

according

13).

The chair

independ ent

ju d g em e nt

(1983-85,

75).

p.

and

many

con t i n u e

that

departments
a

past

s p e ci fi es
to

is

d e pa r t m e n t a l

in

Informants

of the c h a i r s
minor

the

c o m m i t t e e s and
of

co n c e r n e d
great er

so that the

differences

both

of

department.

the

is

chair

se parate

in

a ti me l y

c o m m i t t e e s , there m a y

some

but

the

rarely

faculty

department

m a y be

these are

are
given

committee's.

from d e p a r t m e n t to
chan ge

has

in the d i r e c t i o n of u n de rs co ri ng

e x t e n s i o n of the a d m i n i s t r a t i o n

author ity of

be

major

m em be rs

To the e x t e n t that this co n t r a c t u a l

This

both

for m o n i t o r i n g

done

recommendations

those of

the c h a i r s ' role as an

re co mmending.

revi ew

cha ng e does

ma ki n g

issues and pr a c t i c e s v a r y

had conseq ue nc es ,

r e d u c i n g the

each

co nt ra ct cha ng e was

emphasis,

the c h a i r s '

we ight than

C l e a r l y these

work

faculty

N o n et hel es s,

that

make an

report that b e tw ee n the r e c o m m e n d a t i o n s

and of the

d isagreements.

to

the role of d e p a r t m e n t c o m m i t t e e s .

intended to focus r e s p o n s i b i l i t y on the chair

fashion.

chair

p ro ce du re s

also re qu i r ed

Some rep or t that the

re vi e w proce ss

(1974-75,

that the

recommendation

pr ac t i c e

recommendations.

the

a d e pa r t m e n t

I nf or ma nt s rep or t that this

not n e c e s s a r i l y e l i m i n a t e
In

specify

or the d e p a r t m e n t shall c o ndu ct a r e v i e w

14).

c on duc t

co n t r ac ts

the d e p a r t m e n t

is a minor

in

and

r e v i e w i n g and

loss of co l l e g i a l au thority.

506
The second
r e d u ct io n

change

in the

in the number

flow of

of d e c i s i o n s

which

m a y be taken

d e ci si o n
used

involved.

for such

fa cul ty

con tr ac ts all

as

such

of d i f f e r e n t

with

fewest

16-19).

simple p r oc ed u r e s

of

the

schools 1s

r e c o m m e n d a t i o n of
(1983-85,

pp.

the dean

13-14).

s c h o o l ’s C.A.P.
all such

C .A =P ,,

decisions,

but

is

to the d e p a r t m e n t
informants

followed

of

the
This

is

a

aut ho r ity of the

faculty in that

in

a c o n f 1 ict

decision

is c o n t r a r y

(1983-85,

with
loss

the

is

the change

minor

de ci s i on

the d e a n 's review

this cha ng e as r e a 1

consequences.

and

and r e c o m m e n d

cases where there

procedures

by that

c u rre nt contract,

involved after

Others s a y

and

re v i e w

fi n a l ly O a k l a n d 1s
the

e a r 1 ier

re v i e w

the

c h a i r 's r e c o m m e n d a t i o n

significance.

s tr e a m l i n i n g

then

or w here O a k l a n d 's

de sc ri be

the

involved

does not r o u t i n e l y r e vi ew

in r e c o m m e n d a t i o n s

minor

and

Under

and r e c o m m e n d a t i o n only in

Some

and

steps are
n o n - te nu re d

In

r e c o m m e n d a t i o n of the d e p a r t m e n t and chair,

steps

of em pl o y m e n t

r e - e m p l o y m e n t of
pp.

(1983-85,

r ec om me nd at io ns

the type

The p r oc ed u r e s

decis ions

m em ber s

After

there are a number
d e p e n d i n g upon

is a

in volving the schools'

Co m m i t t e e s on Ap p o i n t m e n t and T e n u r e .
leave the department,

recommendations

it reduces

19 ) .

cha ng e but of
was s i m p l y

no
of

p.

a

su bs t a n t ial
the

coll eg ial

the au t h o r ity of

a facul ty c o m m i t t e e .
Two chang es
for

e mp lo y me nt

have b een
decisions.

made

in the

D i sc us sed

a p pe al s
below

proced ur es

first

is

a

507
b ro ad en i ng of the c o n d i t i o n s
em plo ym en t

de cis ion s.

under which m e m b e r s m a y grieve

Sec on d

is

the

faculty/administration committee

with

settle gr ie v a n c e s

of

ab ou t

de n ia l

cr e a t i o n

final

of

authority

promotion

of

a
to

tenured

facul ty m e m b e r s .
First,

in earlie r

decisions

was

(1974-75,

p.

allowed
24).

an

on l y

Such

Tenure R e vi ew Co mmittee,
appointee,

co ntracts,

gri ev anc e

in cases

of deni al

g r ie v a n c e s were to
w hi ch

is c o m p o s ed

first two,

of tenure

be made to the

of an A s s oc ia ti on

a d m i n i s t r a t i o n ap p o i n t e e and

se lected by the

of emp lo ym en t

a third m e m b e r ,

who m a y be an a r b i t r a t o r .

This

c o m m i s s i o n had the a u t h o r i t y to grant t e n u r e .
This p r o v i s i o n

in the e a rl ie r contracts,

r e l a t i v e l y good protect io n,
con tr ac t

to provi de ev e n more

dissatisfied
co nt ra ct
the

with

pr ov i d e s

that

Review

a ff i r m a t i v e

d u t y to

is

define d

take

prom ot io n and
It would

the

app ear

em pl o y m e n t d e c i s i o n

in

which

The

The
"any

current
po rti on

O ak la nd
pp.

has

of
an

34-35).

f a cu lt y committees,

term "Tenure R e v i e w Process"
by

w hi ch

are made

f a c u l t y member

incl ud in g

f ac ult y members

(1983-85,

of the vario us

pr oc e d u r e s

that a

m a y grieve

act ion"

tenure d e c i s i o n s

in the recent

decisions.

P r oc es s

be g r i e v e d .
as

protect ion for

a memb er

E xc luded are the a ct i o n s
can not

been ex pa n d e d

employment

Tenure

which

has

w hi ch pro vided

re- employment,

(1983-85,

p.

33).

m a y now grieve

an y

n o n- ren ewa l

of a

no n- ten ur ed

508
position.

This

individual

in ter pr e ta ti on

a major

which

d i s a gr e e

abo ut

is

of

part

arbitration h e a r i n g .
is that a

One

in the c o n t r a c t .

member

m a y gri ev e

the
the

notify

in terpretation,

Another

a department

that

is

a b o u t to end

ar bi t r a t o r

in

his

in te rp r e t a t i on

Under
was

award

to

Internal
decide

for t en ure d

if a t enu red
years when

C om mit tee

above,

has

is

that a

for e x a m p l e , f or ge tt in g

a faculty

member *s

and r e v i e w
will

in

term of

is r e q u i r e d .

probably

the ap pea ls

d e t e r mi ne

grievances

faculty me m b e rs

The
whic h

prof es so r

which has

the
final

about de ni a l

(1983-85,

pp.

of

30-31).

(1974-75.

p.

23) .

is d e n i e d pr o m o t i o n twice wit hin

the F a c u l t y

re vi ew

is

O a k l a n d 1s d e c i s i o n on such ma t t e r s

r e c om me n d ed

member m a y dem an d

p ro ce du re s

R e v i e w Co mm ission,

c er ta in

earli er contracts,

three

upc om in g

like that

int er pr et at io n

final and gr ievances were not a l lo w e d

Now,

an

this

is c o r r e c t .

seco nd cha ng e

c r e a t i o n of the

pr o mo ti on

of

of

on l y O a k l a n d ’s failure to take a n y act io n

ap p o i n t m e n t

authority

imp lications
basis

in a pa rt i c u l a r e m p l o y m e n t de cision;

The

in

mem be r m a y grieve a n y a s p e c t of O a k l a n d 's a c ti on s

c o ve re d

to

impr ove men t

f a c u l t y m e mb er s * r i g h t s .

Inform an ts
change,

is

for

by the

Re - E m p l o y m e n t and
promotion,
Internal

the

Promotion
aggr ieved

Rev ie w Commission,

which has the a u t h o r i t y to grant the pr om ot io n or a f f i r m the
denial.

The

Internal

Rev ie w C o m m i s s i o n

is com po se d

of six

509
members,

three s e l ec te d

Oakland.

The C o m m i s s i o n makes d e c i s i o n s by m a j o r i t y vote.

I nfo rma nt s

re po r t

f ac ul ty m e m b e r s was
R e vi ew

env is io ne d,

would

be d e a d l o c k e d

it

was
on

m a j o r i t y decis i o n .

Since the

it has

by

only

important by faculty.

When

all cases

been

Internal
used

this

3/3

and unable

The Co m m i s s ion

collegial

and three

pr om ot io n of tenured

feared that

by a m a j o r i t y v o t e .

f a c u l t y 's

of

developed

is re ga rde d as

first

the

that d e ni al

was

in fr eq u e n t ly but

the A s s o c i a t i o n

a problem b e f o r e .

Commission

promotion

by

This

has,

to

reach a

however,

granted

is a major

au t h o r ity.

The

de ci si ve a u t h o r i t y with the a d m i n i s t r a t i o n

c o m mi tt ee

increase

f a cu lt y

in

share

in area where the

facul ty has no aut ho r ity b e f o r e .

New

procedures

have

trans fe rs

of

fa c u l t y members

(1983-85,

p.

4).

A

been

developed

for

ha nd li ng

from one d e p a r t m e n t

to another

d e p a r t m e n t re c e i v i n g

the t r an sf er ee

has the right to make a r e c o m m e n d a t i o n a bo ut a c c e p t a n c e
p o t en ti al t r a n s f e r e e
Re - E m p l o y m e n t
o p po se s an

and

and to

r e qu es t re vi e w by

Promotion

intended t r a n s f e r .

the r e c o m m e n d a t i o n

of the

with this addition.

have

if

of a

the F a c u l t y

the

department

The a d m i n i s t r a t i o n con si de rs

d e p a r t m e n t and the

retai ns a u t h o r i t y to make the
rights of d e p a r t m e n t s

Committee

now

final d e c i s i o n .

been en ha nc ed

to a

F.R.P.C.

but

The co llegial
minor extent

510
The

secon d

cha nge

in

transf er

pr oc ed ur es

a d d i t i o n of the p r o v i s i o n that the tr an s f e r e e
status,

although

the t r a n s f e r e e •s

d a y less th a n the
the

tenure sta tu s

is a minor

the

retains tenure

senior ity is set

least senior member

receiving d e p a r t m e n t .

is

as one

wi t h the same rank

Retention

imp ro vem ent

of

in

the t r a n s f e r e e 's

in individual rights

of

facult y m e m b e r s .

Di sci pl in e and Di s c ha rg e
A num ber
discipline
reduction

of

ch ang es have been

and
in

discharge.

the

inv olv em en t

d e c i s i o n s and an
Administrative
pro ce du re s

increase
in formants

have not been

regard these

c ha nge s as

co ns e q u e n c e s

even

p ro te c t i o n
e xe rc is e

of

the

when

as

in the

important

rights

used.

of

the

These

academic

in these

informants

proced ur es

Kn owi ng

is there,

a

d ismissal

H o w e v e r , facul ty

used.

are

facul ty m e m b e r s .

that

important.
not

bodies

for

m ay

freedom

that

more
and

have
the

freely

co llegial

in cam pus d e c i s i o n - m a k i n g .

on

Proceedings

most

repo rt

The e ar li er co n t ra c ts used
St a t e m e n t

in pr oc e d u r e s

of coll egi al

proc ed ure

rights such

in vo lv em ent

The

made

P ro ce du r a l
(1971-72,

c o n t r a c t ’s procedur es,
warran t

dismissal,

involved

in two

an a d a p ti on of the A.A.U.P.

St an dar ds

I V . 17.

in

Faculty

and Ap pe n d i x A).

Dismissal
Under

the

when a f a cu lt y m e m b e r 's conduct might

two d i f f e r e n t

faculty

co mm i t t e e s

d i f f e r e nt steps of the process.

were

An elected

511
ad

hoc f a c u l t y

President

c o m mi tte e re v i e w e d

w he th er

c o n s i d e r a t i o n of
d i s m is sa l was
co mm it te e
decision

the

formal

hear ing reco rd and
Aft er

ask

the

h e ar i n g

re con sid er at io n,

the Board was

this e a r l y process,

of

the co m m i t t e e
has

would

that

presented

be

its
The

or

re vi e w the

to exami ne

the matter

to make

the

c o m m i t t e e 's

its decis ion .

a c ti on

"ac ce pt an ce

normally

facult y

the Universi ty.

both fa cu lt y c om mi tt ee s

pro vi de d

decision

and

rec ei ve d

a d m i n i s t r a t i o n d e c i d e d what

co nt ra ct

wa r r a n t e d

second el ect ed

c o m m i t t e e 's d e c i s i o n

Board

to the

Pr e s i d e n t d e c i d e d tha t

a

Board of T r u s te es

ac ce p t the

situation

If the

being considered,

to the

again.

not

dismissal.

c o n d uc te d a

Board cou ld

but the

or

and r e c o m m e n d e d

of

could recommend,
to
the

ex p e c t e d "

Under

take.

The

c o m m i t t e e 's

(1971-72,

Ap pe n d ix

A . 7) .
Under
1 imited

the curren t

to

committee,
(1983-85,

an

contract,

optional

rev ie w

coll eg ial
by

the

i n vo lv eme nt
el ect ed

is

faculty

the F a c u l t y R e - E m p l o y m e n t and P r o m o t i o n Co mm itt ee
pp.

44-45).

This C o m m i t t e e

the a d m i n i s t r a t i o n or the
the s u p p o s e d l y

involved

may be r e q u e s t e d

f a cul ty member

d e f i ci en t co nd u c t and ev al uat e

by

to revi ew

the m e m b e r 's

performance.
The

C o m mi tt ee

a d m i n i st ra ti on ,
di sc i p l i n e

or

been reduce d

will

make

which de cid es
dismissal.

The

a

recommendation

whethe r

to

the

or not to pr oc ee d

with

faculty* s

col le gi al

role has

from two steps to one step and that one step

is

512
now

optional.

In both

de ci si ve a uth ori ty ,
so me wh at
change

gr eat er

but the

we ig h t

is a m ino r

earlier

under the

permits

Co m m i t t e e

d is ci p l i ne

earlier contract.

fa cul ty a u t h o r i t y
the F a c u l t y

optional

revi ew

or di s m i s s a l cases

the

contr act s,

p ot ent ial d i s m i s s a l

cases

D i s c i p l i n a r y cases,

which

dis ch ar ge

a d m i n i s t r a t i o n has

faculty's r e c o m m e n d a t i o n carries

in co l l e gi al

change w h i c h

P r o m ot io n

the

The

loss of f a cu lt y authority.

A minor ga i n
in the

contracts,

chases,

fa cul ty

may

either
pp.

was

(1971-72,
are

R e - E m p l o y m e n t and

in

(1983-85,

IV.

be

potential

44-45).

involved
17.

In the
only

in

and A p p e n d i x A).

t y p ic al ly more

now

is involved

rev iewed

frequent than
by

a

faculty

committee.
F a c u l t y m a y now grieve
as pec ts
Under

of d i s c i p l i n e

the

earlie r

o n l y p ro ce du ra l
I V. 17.).
pro vid ed

the

cont ract,

as pe c t s

sec on d

a d m i n i s t r a t i o n 's,
under

or d i s mi ss al act ions

Co l l e g i a l
a

older

administration

contract,
ques tio ns

of a

point

but the

of

colle gia l

second

m a y gr ieve

in

only

a

member

the

faculty

advisory.
and,

aside

The
from

no recourse

Under

to bind ing

of al le ge d con tra ct vi ol at io n

cases

of

of the

would have

opinion.

( 1971-72,

that

role

45).

grieve

di s m i ss al

to

was

the member

p.

members could

view

di sc har ge

or de c i s i v e

(1983-85,

di sm iss al de c i s i o n

con tr ac ts

could

a member

facul ty

re co mm e n d a t i o n

pro ce du ra l violation,
a n y appeal

both procedural and substan ti ve

to

the current

a r b i t r a t i o n any

re ga rdi ng dis missal

513
or disc ip li ne .
individual

This

is

a major

gain

in f a cul ty

me mb e r 's

rights.

Ret ir e m en t
Individu al

f ac ul ty members'

through the a d d i t i o n
p. 60).

First,

before the

salary.

of two new r e ti re me nt options

a ny time

to take a

after

60 years of

reduced work

receive a

pr op or ti on al

At the end

re ti r e m e n t

(1983-85,

pp.

faculty mem ber

who

who has g iv en

15 years

retire prior

load

for three

A second opt ion
59-60).

ten years

facul ty membe rs

reduction of

years

less years,

is v o l u n t a r y e ar ly
option,

least 60 years of age and

to age 70 and receive a sa l a r y dur in g
of

age at time of ret ir em en t and years
second op ti on was

a d ju s t e d

first

the sal ar y vari es

with

of

to

ma y

the

service.

first added to the contract,

has been

the

of fu ll-time service to Oakland,

The amo un t

or

their annual

Under this

has reache d at

year of r e t i r e m e n t .

salary

70,

improved
(1983-85,

age,

of this period of three or

the me mbe rs must r e t i r e .

the

have been

m a n d a t o r y re ti re me nt age of

ma y elect
less and

rights

Since

this

the amo un t

encourage more

of

faculty

members to take the o p t i o n .
A d m in is t r a t i v e
facult y

m em be rs

informants

have

Both a d m i n i s t r a t i o n
e ar ly

retirement,

se l e c t i n g the

sel ect ed each
and

but

option

report

is

of these

facul ty have
the

that

number

1 imited by at

reasons
of

one

or

two

two o p t i o n s .
to

facul ty
least two

enco ur ag e
membe rs
factors.

514
There are

a r e l a t i v e l y small

are el igible
was

founded

its

and

are near

informants point
early

of

f a cu lt y m e mb e r s

to take e a r l y retirement.
in 1957,

facult y

number

out,

O a kla nd U n i v e r s i t y

a r e l a t i v e l y small

retirement.

p r o p o r t i o n of

Secondly,

some el ig i b le me mbe rs

r e t i r e me nt becau se

who

the y hes it at e

as

fa cul ty

have not taken

to make

the

final

d e c i s i o n entailed.

Layoff and Rec al l
L ayoff and reca ll
years

after

(1974-75).
could

the

language

f a c u l t y organized,

The c o nd it ion s

layoff

was not d e v e l o p e d until two

f a c ul t y

in the

third contract

under wh ic h the

administration

were

ve r y

restr ictive

under

contract.

P o s i t i o n s were a l l o c a t e d

to a d e p a r t m e n t

basis

student/faculty r a t i o .

O a kl an d

of

o ve r- ra ti o

layoffs

al l o c a t e d by
number of
that
could
unit

" . . .when

Oakland

existing

to

full -t im e
p.

laid off

(1974-75,

a c c o r d i n g to

24).

p.

24).

which tenure

r an k/ te nu re

A

a d m i n i s t r a t i o n had d e t e r m i n e d

were

po sitions

f ac ul ty

the

(F T E )

in

people

the b ar ga in in g

order

was

p.

given

pr imary cr iter ia,

of layoff order

(1974-75,
that

initiate

are n o n - b a r g a i n i n g

layoff

the basis

the

falls b el ow

work of

and rank

categories

of

on

B a r g ai ni ng unit

” . . .where there

after which s e n i o r i t y was
the

equivalent

p e r s o n s . . .performing te ac h i n g

u n i t ...”

number

an a c a d e m i c unit

u n i t . . . ” (1974-75,
not be

the

could

this

25).

it wis he d to

within

When

the

institute a

515
layoff,
in

the A s s o c i a t i o n was to be

which

it

might

make

r e c o m m e n d a t i o n s ... r e g a rd in g
l a y o f f ..."

(1974-75,

p.

order and

administration

25).

did
the

to

Co mm itt ee

for re vi ew

re ce ivi ng

the Co mm i tt ee ' s

final

(1974-75,

the

layof f
p.

and

expanded.
the

and c o mm en t

de ci si on s and

rights

The most

of

plan

to

had

p.

to

be

Promotion
26).

"... Oakla nd

issue

If the

fa culty's

and

Upon

shall make

layoff

not i c e s ...11

in these

pr oc ed ur es

Al te rn at iv es
fa cul ty under

under which

layoff

to

layoff

recall

is
may

have

are
been

the b r o a d e n i n g of
occur.

This

is

first b e l o w .
ov er- rat io

in the s t u d e n t / f a c u l t y

"p osi tio n- sh if t"
pos sib le wh en
overstaffed.
speci fic

unit

(1974-75,

important change

In a d di ti on to the
a dr o p

the

co mm ent s

the

in di vid ual s

faculty.

R e -E mp l o y m e n t

contracts.

c on di ti on s

covere d

the

of ch ang es have been made

s ub se qu en t

included

Faculty

of

27).

A number
in

foll ow

or

foll ow ing the given

a d m i n i s t r a t i o n 's

submi tte d

comments

The particular
by Oakland,

not

30 days

ap pr op r i a t e n e s s

in co n s u l t a t i o n with

re co mm en dat io n,

its

"...any

the

be laid off were d et er m in ed
layoff

notifi ed and had

layoffs

de ci de d

This d et e r m i n a t i o n

student/faculty

administration

ratio,

(1983-85,

Oa kl an d has

has

gained the

layoffs which m a y follow
Oaklan d m a y

pp.

34-36).

now make
These

that partic ula r
need

are

unit

is

not

refer to

any

In

effect,

the

a u t h o r i t y to d e t e r m i n e

what

ratio.

516
con st it ut es

o ve r s t a f f i n g

aut hor ity

is tem per ed

po si ti on s

be added

in

pa rt i c u l a r

r at io has

the units to ac co m m o d a t e

is a major

increase

number s

layoffs

This

Now the
the

sh if t i n g pa tt er ns
of the

of e n r o l l m e n t s
institution.

ed uc at i on al

change

c o n di ti on
layoffs

for

in

adv is e

to the

This

The earlier

and

the

the need

The

its formal

be

the new

there were

fa cu lt y

members.

for r e d u c t i o n
approval

was

to the

w i th in variou s p r o g r a m a r e a s .

was d e s c r i b e d

a c q u i es ce nc e to red uc ti o n s w hi ch
mann er or anoth er a n y w a y .

38) .

layoffs m a y

contract,

was co n s ul te d and

faculty ap proval

p.

Sh o r t l y after

n o n - t e n u r ed

facul ty gave

layoffs and

informa nts agree

under wh ich

layoff was added to the

of f acu lt y membe rs

administration

(1983-85,

faculty

importance.

tenured and

p r o c e s s such as

of pr oposed

layoffs

con di ti on s

of major

of both

presented.

The

is

fa cu lty

r e d uc ti o n

may

the a d m i n i s t r a t i o n

instituted

The

formal c o n s u l t a t i v e

i m p a c t ..."

m ay sugges t a l t e r n at i ve s

that the

or

for re v ie w and co mm en t by the A s s o c i a t i o n .

U n i v e r s i t y S ena te .. ."

Both

change

in a d m i n i s t r a t i v e author ity to l a y o f f .

" .. .a p pro pr iat e

"... on the

the

fa cul ty po s i t i o n s a mo ng

C o n s u l t a t i o n p r o c e d u r e s have al s o c h a n g e d .
c on tr ac t pr ovi de d

of

lost

unle ss

decreased.

shift

in pr o g r a m m a t i c pr io r i t i e s

This

equal to the numb er

position-shift

the a d m i n i s t r a t i o n to

unit.

r e qu ir em en t that

in other units

overall s t u d e n t / f a c u l t y

c ha nge s

a

by the

units ex pe r i e n c i n g

permits

in

by some

wo uld

infor ma nt s as

have oc cu r r ed

in one

517
In the c o n s u l t a t i o n
cr ea te d an
Ste er in g

ad hoc committee,
Co m m it te e

c om mit tee
the

p ro ces s

for

the

u si ng

mu c h

of

P r e s i d e n t of

Oakland

the U n i v e r s i t y Senate's
its

membersh ip.

The

was ch ar ge d with the r e s p o n s i b i l i t y for ex am in in g
A mo ng

the

c o m m i t t e e 's va rio us r e c o m m e n d a t i o n s were those ac tio ns

which

were

Univer s i t y 's

app ro ve d

President.
which has

miss ion

by the

and

pr ior i t i e s .

Sen at e and

C u r r e n t l y there
been ch ar g e d by

e v e n t u a l l y ta ken

is a n ot he r

such ad hoc c o mm it tee

the P r es id ent

e x a mi ni ng

quality,

standards.

Th ro ug h s u c h ad hoc c o m m i t t e e s

been able

inclu din g

to reta in

while still

academic

by the

with the d u t y

ent ran ce

and

g ra du at io n

the P r e s i d e n t

l e a d er sh ip of

c o n s u l t i n g and s e c u r i n g the

of

has

the U n i v e r s i t y

f a c u l t y 's approval

for c h a n g e s .
Am ong
pro vi si on s
a dd it io na l

the other

ch ang es made

in layoff

for c o n s i d e r a t i o n of a l t e r n a t i v e s
p r o v is io n

a dm in is tr at io n,

an ot he r

administration

and

authority

the

for

ex pan ds

a

the

third cha ng e

fa c u l t y

to l a y o f f .

po ss ib i l i t i e s

co ns tr a ins

to

One

open

to

the

ac ti on s

of

the

pr ovides

propose

language are

some greater

an a l t e r n a t i v e

to

layoff.
Oa kla nd now has the
facult y m e m b e r s '
than 10%
ratio

members1

salar ies

of the amo unt

(1983-85,
sal aries

op t i o n of

p.

shoul d e nr ol lm en t

n e c e s s a r y to m a in ta in

36).
wou ld

i m m ed ia te ly r e du ci ng all

The amo un t
be

reduce d

is

by

d r o p by

more

the man dat ed
w h ic h

determined

faculty
by

a

518
formula a c c o r d i n g
for e v e r y
10%
have

to which sa laries would

one perce nt dr o p

e n r o l l m e n t drop.
been

dr o p one p e r c e n t

in e n r o l l m e n t

beyond

Considerable authority

g r a n t e d the

administration

reduce all m e m b e r s ' s a l a r i e s .

in

this might occur are most

major

d i s l o c a t i o n s and

u n l i k e l y and would

in st itution

change

in a n y

informants agree

d r as ti c

is

in en r o l l m e n t s
The

inclusion of
layoffs

provis ion

this pr o v i s i o n
Added

is

not
the

a cla us e a l l o w i n g the

in the event of a

to

result

re co g n i z e s

"high

the

o f ...programs
faculty"

(1983-85,

consideration"
in-load

and

m i n i m i z in g
34).

reass i g n m e n t ..."

author ity to de ci d e whether

authority.

the

This

lead

to

event.

at

all

compromise

A d d i t i o n of

two

provis ions

p.

for

in e n r o l l m e n t s .

in which

Oa k l a n d

the q u a l i t y

unnecessary

loss

Oakla nd agrees to give

teaching,

(1983-85,

of

on m a i n t a i n i n g

to such a l t e r n a t i v e s

spring-summer

are a d e q u a t e .

been added

priority

p.

under

in a d m i n i s t r a t i v e author it y.

a l t e r n a t i v e ways of r e s p o n d i n g to r e duc ti ons
intention has

to

a d m i n i s t r a t i o n to enact

co nt r a c t are

A st a t e m e n t of

it

to

that such a

r e g a r d e d as

financial exigency.

is a mino r gain
the c u rr en t

ap p e a r s

allowing

A s s o c i a t i o n and a d m i n i s t r a t i o n

probable.

first

H o w e v e r , the c o n d i t i o n s

which

dr o p

the

of

"serious

to layoff as at trition,
retraining,

34).

Oak land

retirem en t,
maintains

or not a n y of these a l t e r n a t ives

is a minor r e s tr ai nt on

administrative

519
A

sep ara te

provision,

allows the fa c u lt y of a
to be

rec en t

contract,

d e p a r t m e n t w h i c h Oakla nd

has dee me d

o v e rs ta ff e d to sc he d u l e

spring

and

(1983-85,
part

summer ses sio ns

pp.

44-45).

of regula r

included

te ach in g

con dit ion s"

in a

members
and

In effect,

in the c ur re nt

d ep ar tme nts

have

(1983-85,

s prin g

p.

loads.

contract,

98).

d u ri n g the

fall

winter

In a

or

letter

encouragement
to ove rco me

A m on g

summer
be

tea chi ng

Informants

av er te d by use

above

Oakland.

in wh ich Oa kla nd

to l a y o f f , this
to take

ov e r s t a f f i n g

regard

of

is req ui re d

this change

rights

layoffs.

of the

individual

facul ty

and

is

Informants agree
out that recalls
layoffs.

a

to

d iscussed

to con si de r al te r n a t i v e s

This

made

members.

imp rovements

fifth

the change

and

of

a department

is a

minor

gain

in

faculty.

below are minor
the

as

been u s e d .

in-load ing spr ing

the facul ty

Five minor chang es have been
of

which

is in-load ing summer

Uni ike

change permit s

ac ti o n to av oid

the co ll egi al

intent

in a d ep ar t m e n t w h i c h had been d e t e r m i n e d

ov e rs ta ff ed by

off

is g iv en to

s ig ni fic ant and point out that the p r o v i s i o n has
Layoffs have been

of

the two sol ut io ns

are urged to cons ider

teaching.

to teach

ov er l o ad work would become

to "propose so l ut io ns

the d e p ar tm en ts
and

a d de d

in

The

in the recall
first

individual

r e d uc ti on

have not occurred,

four d i s c u s s e d
fa cu lt y

inind ividual

that these are c ha ng es

rights

rights

r ights.

in rights but point

although

there have been

520
First,
recall

me mb e r s

into

the d e p a r t m e n t

when the y a c ce pt
p.

42).

than

the one

member

is not

other

than

from w h i c h

me mb er s rec al le d

p.

43).

re ca l l e d to fill an
one

from

memb er

(1983-85,

p.

into a d e p a r t m e n t

th e y were

w hi ch

because the other d e p a r t m e n t

dec is ion

for

(1983-85,

(1983-85,

the

eli gi bl e

pa r t -t im e e m p l o y m e n t with O ak lan d

the

qualified,

to be

laid off

from which

sta tus

c o n t i n ue

th e y were

Second,

tenure

on layoff

la id off

when a

op eni ng

in a

be li ev es

may
4 3).

ret ai n their

Third,

the member

laid off
department

was

laid off

that the member

ch al le ng e

the

The F a c u l t y

other

is not

d e p a r t m e n t 's

R e - E m p l o y m e n t and

P r o m ot io n Co m m i t t e e makes a r e c o m m e n d a t i o n on the mat te r and
the a d m i n i s t r a t i o n

d e c id e s

the a d m i n i s t r a t i o n d e c i d e s
on

layoff

may

p rov isi on s
42) .

of the

These

rights

of

Under

the

faculty m em be r s
until their
are eli gi ble
layoff
85,

pp.

la id

15).

birthday,
This cha ng e

open to some m e m b e r s .

recall artic le
all minor

recall

p.

The

the

(1983-85,

fifth

p.

in the
change

to

a minor

provis i o n s ,

tenured

subje ct

29).

wi th i n seven
wh i c h ev er
reduces

of

improvements

off were

(1974-75,

a member

v io lat io ns

m e m b e r 's rights

be recalled
70th

a l le g e d

f a cu lt y
or iginal

matt er and

Fourth,

members.

who were

to

on the

f a cu lt y

68th b i r t h d a y

or their
41,

g rieve

four c h an ge s are

individ ual

q u e s t i on

the question.

layoff and

individ ual

diminishes
extent.

now

the

to

recal1

Currently,
years

comes

they

of

their

first

(1983-

the career

choices

521

Pe rs onn el

Files

T hree
facult y

minor

member s

im prov ements

in p r o t e c t i o n

rights have been

han dli ng of files.

The

individual rights

made

of

individual

in recent c h ang es

first two c h ang es are m in or

and the third

is a minor

gains

in
in

r e s t r i c t i o n of

a d m i ni st ra ti ve a c t i o n .
First,
e xi ste nce
right

me mbe rs
and

to

examin e

the

me mbe rs

will be remove d
the added
member

indirectly,
implied"

de st ro y ed

not be

e va lu at io n

p.

or re turned

from

facult y m emb er s

and/or

into a n y
75).

s ub mit te d

A controversy

(1983-85,

required,

to enter

(1983-85,

anonymously

files.

is

letters

of

c er tai n
p.

led to the

e ng ag ed

and rea so na bl e

This ad de d ma terial

p.

the

items which

75).

Third,

a

so l i c it ed d i r e c t l y or
e x p re ss ed

further p r o v id ed
e v al ua t ion

or

that

will

be

latter c h a n g e .

Lette rs

of

are s o m e t i m e s

in p r o f e s s i o n al

work

letters of eva lu at io n m a y

be more

frank and

the subjec t of a letter

used

for

off-campus.

has point ed out that the w r it er s

they are assur ed that

74).

to the s e n d e r .

curre nt em p l o ye rs

The a d m i n i s t r a t i o n

of

waiver either
It

the

have the

(1983-85,

if and when Oa k l a nd remove s

mater ial ex pl a i n s

"shall

files and

"a pp ro p ri at e

to their

kno w of

exclus ive

ma te r ial

m ay add

e x p l a n a t o r y m a t e r i a l s"

their

files,

p re -e m p l o y m e n t

the

the right to

loc ation of ea c h of

c on fi de nt ia l
Second,

are grante d

of such

informa ti ve
will

if

not see

522
the letter,

a c c o r d i n g to

questioned

this

informants.

pra ct i c e

an d

The

has

A s s o c i a t i o n has

negotiated

the

new

provision.

D ep ar tm en t Chairs
In some ways d e p a r t m e n t

chairs are

in others an e x t e n s i o n of the
with the
have

fa cu lt y

been

membership

chai rs

in

for

co ll e c t i v e

supervisory

administration.

le ad er sh ip

that the

bargaining.

as p e ct s

facul ty members,

No ne theless,

administrative

c om mo nl y the

these reasons,
somewhere

administration.
lessened

those
Some

if chairs

retain

their

b ar ga i n i ng unit,
Three
po sitions
changes

of

More so than other

plans.

interest
the

administrative

c ur re n t

informed

Chairship

of cha ir s

facult y

and

con ce rn s

wou ld

chair s

in
the

G e n e r a l l y chair s

po s i t io ns

a c c o r d i n g to

c l a ri fi es

are

administrative c a r e e r .

of au t h o r i t y .

contractual
of

or ganized

is
For

lies
the
be

sho ul d become more s o l i d l y a part of the

a d m i n i s t r a t i v e ch ai n
to

into an

the p e r s p e c t i v e and

be tw ee n

the

there

Chair s are more

pr ior ities and

first ste p

in

in c o n t a c t with and ar e d i r e c t l y

ac co un ta bl e to the a d m i n i s t r at io n.
about

share
There

roles

f a c u l t y first

to a c h a i r 's r o l e .

c ha i r s are

Chai rs

in the b a r g a i n i n g u n i t .

act ive

A ss oc i a t i o n since the time

fa cul ty me mb e r s and

as

me mbe rs

prefer
of

the

informants.

c h an ge s
recent
c h air 's

have

been

made

contracts.

One

accountability

in

the

of these
to

the

523
depa rtm en t.

Two

u nd er s c o r e

the

chair 's

responsibility

toward the a dm in i st ra t io n.
A c c o u n t a b i l i t y to
a dde d

provi s ion that

t en ure d me mb er s
or

before

the d e a n

of the

an

g r a nt e d three

appointment

d e p a r t m e n t me mb e r s ex ce p t

in

rotat e the

se r v i n g

one

the deans

or re a p p o i n t m e n t
co nt ra ct s
XV.

that

Informa nts

uni form pract ice

minor

faculty.

in

that de ans do

In some d e p a r t me nt s

in

report

his

c h a i r , and so

the

among themselves,

that

of c o n s u l t a t i o n

of a

no faculty

The

each

requirement

that

or chair a p p oi nt me nt

a recent c o n t r a c t .

In cl us io n

c o l l eg ia l

and

dea n would use

past p r a ct ic es

if c o n s u l t a t i o n

gai n

the

responsibility

was ad de d

8).

r e a p p o i n t m e n t s as

the task of be ing

involved c o n s u l t a t i o n .

gr ie va nc e

case

the te nur ed me mb er s

pro vi de d

70).

case of

thr ee -y ea r a p p o i n t m e n t .

co nsu lt

the

p.

the unusual c i r c u m s t a n c e s

a u t h o r i t y to sel ec t a c h a i r .

me mb er s

all

the su pp or t of a major ity of the

In this

memb er a c t u a l l y wants

with

in the

a p p o i n tm ent s,

In fo rm an ts report

wi th ou t

di vi de d d e p a r t m e n t .

clear

(1983-85,

r e ne wa ble

in the

appointments.

not ap p o i n t chairs

must c o ns ul t

year

c o n s u l t a t i o n occurs

well as new

is made

d e p a r t m e n t before a p p o i n t i n g a chair

withdrawing

Chai rs are
the

the d e p a r t m e n t

co nt in ue

Earlier
(1970-71,

past pr ac tic es

us ual ly

in the con tr ac t enc ou ra ge s
and provide s a

does not take p l a c e .
a u th or ity

of

the

basis
This

is

for
a

de pa r t m e n t a l

524
Two other

ch ang es make

a d m i ni st r at iv e
chair

receives,

is now a
may

interests.

the ch a i r s more

First,

the

once a d e c i s i o n of

de c i s i o n of the

receive as

many

am ou n t

of m e r i t p a y a

Overall,

different

types

th e y wo ul d have receiv ed as

membe rs

49-50).

fixed
other

pp.

percentage-,

one

is

based

One

set at

The

facul ty m e m b e r .

and

also re cei ve

hundred d o l l a r s .

re ceived was
by

the

originally determined

f a cu lt y

of

pay,

mer it pay.

c o n t r a c t s ; and
if

any,

the

now the

chai rs

Under the new provision,
the chairs
amount

a

is set aside
p art ic ula r

di sc r e t i o n of Oak land

up to abo ut

for

pay

one

a chair

determining

This has

2 1/2 % of the total
for a l l o c a t i o n by

in

what merit

(1983-85,

is

all

been ch a n g e d

de ans d e t er mi ne

re ce i v es

wh ich

pro ce du re s d e v e lo pe d

w i 11 rece ive

chair
and

is c u r r e n t l y

paymen t

of merit

by

ea ch d e p a r t m e n t

de pa rt m e n t m e m b e r s '
recent

The a m o u n t

has

rece ive as a

a

increases with the size of their d e p a r t m e n t s
or two

are a

size and the

amo un t the cha ir would

Chairs

in

f a cul ty

fixed p e r c en ta ge

from co n tr ac t to co n t r a c t

9 1/2% of the

pay

these three

on d e p a r t m e n t

is a var iable mer it p a y m e n t .

varied som ewh at

of

chairs

of

add it io n to the s a l a r y
(1983-85,

to

the d e p a r t m e n t members,

administration.

as three

responsive

p.

49) .

sal ar ie s

the d e a n .
under

is not gr i e v a b l e .

the

of
The

sole

Th is ch an g e

is

a minor e x p a n s i o n of a d m i n i s t r a t i v e author i t y .
Informants
the amount

report that

of merit pay

cha ir s do expre ss

th e y receive,

interest

perhaps more as

in
an

525
in dic ati on
monetary

of the
value

dea n' s

regar d

involved.

for

However,

in formants

that merit p a y

as an

less

by two c i r c u m s t a n c e s .

ef f e c t i v e

indicator

all oc at ed

for mer it pay

pay.

c o n t r a c t pro v i d es

The

a l l o c a t i o n not so
85,

p.

49).

what a m ou nt

other chairs

app ro ve s

or

received.

for

is made

the mo ne y

used

for merit

of the

mer it

for r e s e a r c h

(1983-

Taken

a chair

not

high or low

other c h a i r s .

c h a i r 's

these

would

indicate whethe r

the

know

together,

mer it pay was

alone does not
of

also report

all

po rti on

that

r e ce iv ed by

disapproves

the

doe s not n e c e s s a r i l y

it p o ss ib le

to the am ou n t

re as on mer it p a y

that a n y

a chair

the a m o u n t rec eiv ed

re lative

First,

is not n e c e s s a r i l y

Secondly,

for

of the d e a n 's regard

used m a y be set aside

two c i r c u m s t a n c e s make
know if

the m then

For
the

this
dean

per formance

of

duties.
The
the

last

chan ge made

le n gt he ni ng

wh ich

of the

list of

the cha irs are req ui re d

dutie s ad ded
schedule

and a s s i g n members,

recommendations

such

as

promotion

responsibility

is

per f o r m .
were

A mo ng the f irst

r e s p o n s i b i l i t y to

r e so lv e di sa gre em en ts ,
the d e p a r t m e n t a l

submit

budget and

r e g a r d i n g v a ri ou s e m p l o y m e n t deci si on s
and

to

re co m m e n d a t i o n s
rece nt

to

and a d m i n i s t e r

make

r e g a rd in g chairs

s p ec if ic s u p e r v i s o r y duties

in s u b s e q u e n t c o n t r a c t s

budget req ue st s

more

in p r o vi si on

make

was a dde d

co n t r a c t s

tenure

(1972-73,

p.

discipline
later

du t ie s

(1975-76,
also

23).

and
p.

include

The

disch arg e

54).

In

the

im pl ementing

526
regu lat ion s;
d i s ch ar ge

monitoring

of

d u ti e s

fa c u l t y members;

time

facult y members;

commitments

and

instruc ti on of new

and e s t a b l i s h i n g pr io r i t i e s with reg ar d

the d e p a r t m e n t a l
76).

of

attendance,

budget

Fr o m these

(1979-82,

p.

67;

c o n t r a c t u a l c h an ge s

one

the d e p a r t m e n t ch a i r s

have

relationship between

chair and

1983-85,
might

pp.

75-

infer that

become more supervisory,
d e p a r t m e n t has

to

and the

become

less

collegial.

In fo r m a n t s report that this

is not necessar ily

the

The

chang es

case.

minimal.

c on s e q u e n c e s

these

G e n e r a l l y d e p a r t m e n t chai rs pe rf orm ed

before th e y

were

these

dut ie s

more

readily

included

in the

e nf or c e a b l e

in the

and

fo rm a l l y

been

I n c lu si on of

make per fo rm an ce

of them

c l a ri fi es

of the c h a i r 's position.
author ity of

have

these duties

contract.

in the co nt r a ct does

supervisory aspect
increase

of

This

the

is a minor

the a d m i n i s t r a t i o n

over the

department c h a i r s .
Two

of the

de fi ne chair
chairs’

abo ve changes

as s u p e r v i s o r s and one

p o s i ti on s

departments.
c o n s eq ue nc es
agree

that

as

of

these chang es

the p er sp e c t i v e

report

that

change

a mo ng

peers

report

that

have been

of the

chairs

appear

und er sc or es
wi t hi n
the

minor.

are

so me w h a t more

fa cu l ty me mbe rs as
the

su ppo rt

of

the

their

Informants

is closer

to that
but also

a d m i n i s t r a t ively

a whole.
the

to

overall

than that of the a d min is tra tio n,

g e n e r a l l y c ha i r s

ori ent ed than are
al so

first

In formants

of the d e p a r t m e n t s
that

regard ing chairs

Informants

member s

of

the

527
department

is an

important sour ce

With

the

chair

it,

may

administration

in an effor t

department.

Conversely,

administration
department.

and

for chairs

to promote
c h a i r ’s

p ri or it ie s and
to

work

for the d e p a r t m e n t

the civil rights

wh ich Oaklan d e s t ab li sh e s

colle gia l com mi t te es

laws,

a c c o r d i n g to a p r o v i si on

When po li ci es and

and

proced ur es

e m p o w e r e d t h ro ug h the contract,

implements the p r o c e d ur es

laws

pr oc ed ur es e s t a b l i s h e d

(1983-85,

by

Oakland

to c o m m e n t before
p.

74).

to

the

This

is

in a d m i n i s t r a t i v e aut ho r i t y .
letter

of

a g r e e m e n t app en de d

contract,

O ak lan d

is

a l lo we d

individual

fa cul ty m em be rs

mat erial

for their

author ity to take act ions to

the A s s o c i a t i o n an o p p o r t u n i t y

a

of status

in ef for ts to c o mp ly wi th the

the pol ici es

the

reappointment.

in the cu rre nt c o n t r a c t .

In

the

wit h

d e p a r t m e n t s and re aso ns

Oa kl an d has s o m e w ha t more

a minor gain

upon

are all so u r c es

D e c is io ns

Oakla nd

of the

the a d m i n i s t r a t ive

effectively

M is c e l l a n e o u s E m p l o y m e n t

will give

inf luence

plans at

their

con fl ic t with

interests

the

the ad mi ni st rat ion ,

d e p a r t m e n t s to r ec om men d

added

the

with

The ch ai r' s c o nt ra ct wit h

w i th in their

c o m p l y wi t h

issue

pos it ion w i t h i n the

ability

administration

take

for the chair.

the c h a i r 's

kn ow led ge about
level

safely

the

s tr e n g t h e n s

of st r e n g t h

taped

for use

to

make

agreements

on va rio us as pe ct s

in cre di t courses.

current
with

of the use of
This

includes

528
ph oto gra phi c,
re pe at ed
use

use

m a g n e t i c or
in

at other

about

institutions.

Oa kl a n d

ownership,

indiv id ua l

does

not cover

c om p e n s a t i o n "

should

pp.

(1983-85,

be

ba rg ai ne d

This

Inform ant s

re po rt that the c u rr en t

those

inc luded

a d d r es se s this

in the

administration

in

this

and

provis ion

of

Oaklan d

p r od uc t i o n
"a bsence

of

it is a g r e e d that the c u rr en t

authority

is cable tel evi sio n.

a g r e em en ts

and

In the

this s u bje ct

88-89) .
the

ma y make

fa c u l t y m e m b e r s .

for

or for b r o ad ca st

compensation

ex pe r i e n c e wi th the new media"
c o nt ra ct

media made

cre di t c o urs es at Oaklan d

ro yalties,

costs with

other e l e c t r o n i c

to

a

co nc er n

whose

"terms of

next

con tra ct

increases
minor

the

extent.

in this prov is ion

is the on ly

study

that

in st it uti on among
co nt r a c t

directly

new concern.

W or ki ng C on di ti on s
E i g h t e e n ch ang es
conditions.
ex pe ct ed
of

Four mi nor ch a n g es

of f a c u l t y ’ p ro vi si on s

ab se nc e

have

r es t r i c t i o n s

on

been

has

determining pay

in

been

made

been
some
in

made wi t h regard to work ing
have

work

in the work

types

of leaves

throu gh

eight

changes;

have

g iv en

been

increased

circ ums tan ce s;

provis ions

e s t a b l i s h i n g the a c a d e m i c

been made

for va ri ou s

altered

outsi de

administration

have

have been

calendar.

for

increased;
la titude

and minor
offic es

the
in

chang es
and

for

529
Professional Responslbilities
The

professional

members,
two

described

minor

increased
grades,

In all

ways.

administrative
by

responsibilities
contra ct s,

First,

aut ho r ity,

the

the a d d i t i o n

publ lc se rv ic e

in

minor
of

g r ad in g

consistent

45).

m ig ht

Th ese a d d i t i o n s
be

r e q u i re d

to

tea c h i n g and a c a d e m i c cou ns el in g,
in

the or ig in al

contract.

r ights have been

increased

in

the

re qu i r e d

and ce re m o n i a l
Inform an ts

of

rep or t these

generally accepted
co n t r a c t

in
in

been
of

University's
(1983-85,

of work

addition

of

faculty
those of

which are the du t i e s given

Second,

individual

members'

to a minor extent by the ad di t i o n

facul ty

and other

has

ac ti v i t i e s

of the p r o v i s i o n that no s p e c i f i c hours nor
will be

increase

and s u b m i s s i o n

increase the types
perform

al t e r ed

duties

with

m i s s i o n and s c h o l a r l y and p r o f e s s io na l
p.

b a r g a i n i n g unit

have been

a

1 ist

of

of

fixed s c h e d u l i n g

m e mb er s exc ep t

sc h e d u l e d events
two

c h an ge s are

expectations.

Their

for

class

(1983-85,

p.

time
45).

codi f icat ions of
incl us io n

in

the

increases the ir e n f o r c e a b i l i t y and makes gr ievance

of v i o l a t i o n possible.

Scheduling
Two minor

ch a n g e s

have

r e s t r i c t e d the a u t h o r i t y of the

administration

in s c h e d u l i n g

member m a y not

be a s s i g n e d

course

per year

(1983-85,

faculty

to teach
p.

52).

members.
more than one

Second,

First,

a

e v en in g

on-c am pu s credit

530
co ur se s tau gh t by b ar ga i n i n g unit
a ca de mi c year must

fa c u l t y m e mbe rs d u r i n g the

now be t a u g h t as

part of their

as si g n m e n t s and ca nn ot be o v e r l o ad co ur se s
Informants rep or t that the
this

in unusu al

regular

(1983-85,

p.

52).

f a c u l t y has a l l o w e d e x c e p t i o n s to

circumstances

in order

that a cou rs e m a y be

taught.

Leaves
O ak la nd p r o v id e s paid
r et ra i n i n g

and

illness

v a r i e t y of r e a s o n s .

leaves

as

for sabbaticals,

well

Al to ge t h e r

as

research,

unp ai d leaves

eight chang es

for

a

have been made

in these p r o v i s i o n s .
In
have

the most

significant

a c q u i r e d some aut ho r ity

added

retraining

leaves

of

(1983-85,

on F a c u l t y Ret raining,

ap po in te d

by

Association

rec om me nd s g u i d e l i n e s and
on leave

requests.

unit members,
the

make

and

needs.

Oa kla nd

pr ov is io n

for

such

recommendatory

role

of the

68-69).

A

newly
Joint

co m p o s e d of three membe rs
three

by

Oakland,

review s and makes r e c o m m e n da ti on s
are b ar ga in in g

initial r e c o m m e n d a t i o n s .

Oa kl an d makes

ab out
its

chairs,

the gr a n t i n g
de ci s ion

to the cu rr e n t
leaves.
in

of an y

contract,

area

staff ing

"a 1 imited number"

Allowing

this new

r et ra in in g

on O a k l a n d 's

has agre ed to pr ovi de
Prior

facul t y

who

m ay base

such l e a v e s .

pp.

and

De pa rt me nt

final d e c i s i o n

leaves

the

in the g r a n ti ng

Co mm it te e

the

the changes,

there was

fa cu lt y
is

a major

a

of
no

shared
gain

in

531
co ll eg i a l
this

rights

c o m m i tt ee

for the
is

faculty.

acti ve and

Inform an ts

report

that r e t r a i n i n g

that

leaves have

been granted.
A sec on d cha nge
yet

al t e r e d

research

and Oa kl an d

2', 1983-85,

re se a r c h

at

p.

67).

Apparently

This

have been
bei ng

Oakla nd

is the

is

The third

and

has

not

f a cul ty mem ber

adjusting

was

time

a year and recei ve

gu id e l i n e s

(1971-72,

total a m ou nt w hic h

year

(1983-85,

enforced.

re se arc h

leaves

is c u r r e n t l y

loads

to

allow

for r e s e a r c h .

c h a n g e s were made

co nf er en c e

the

Oakla nd must

which

te ac hi ng

pe r m i tt ed

VIII.

Added since

been

that no

An al te r n a t i v e

fourth

grievable.

loss of a d m i n i s t r a t i v e author i t y .

for a t t e n d i n g p r o f e s s i o na l m e e t i n g s .
e ach

is not

the c o n t r a c t s .

rep or t

f a c u l t y me m b e r s

recomm en ds

per year when the Un ivers ity

provision

gr an te d y e t .

42.

a n y particular

p r o v i s i o n that

leave

informants

cons idered

productive

leave by

of

IX.

to

A c c or di ng to

R e s e a r c h Co m m i t t e e
Denial

minor

this

Administration

87).

has r e c o m m e n d e d a n y that

is a

refer

(1971-72,

66-67,

leaves.

least one such

Research Committee

the co n t r a c t s

pp.

are part of all

or ig i na l c o n tr a ct

g rant

has a p p a r e n t l y not

fund for the same.

grants such

for a

of

the U n i v e r s i t y

These c o n d i t i o n s
the

All

leaves and a

contract,

re qu es t

leave p r o v is io ns

practice.

A p pe nd i x D. Letter
the

in

to

in proced ur es

In earlier
atten d at

provisions,
least one

r e i m b u r s e m e n t wi t h i n O a k l a n d 's

31.) .

Recent

O a kl an d must spend

c o n tr ac ts

s p ec if y

for such travel

532
ex pe ns es
or

(1983-85,

individual

pp.

61-62).

is d e t e r m i n e d by Oakland,

discretion

over w h et he r

pa rt ic ul ar

trip

repo rt

that

will

this

me mb er s b e l i e v e d
overall

or

be

not the

rights

provision

was

this

are no

over the a m o u n t
a minor

of a

informants

b e ca us e

some

was being a l l o c at ed

au thority.

This change

the

right to

is a minor

The a d m i n i s t r a t i o n no
of m o n e y al l o c a t e d

of both p a r t i e s .

loss

over who gets how mu c h
Fifth,
has

withdraw
according

a me mb er 's

been

approved

members.

Faculty

minute chang es
Under

the

on such

is

which

is

The p r o v i s i o n may

f a cu lt y knows

that m o n e y

and Oakland retains a u t h o r i t y

by Oakland,

application

This

in individual

longer has d i s c r e t i o n

application

to an a d d i t i o n made

66).

at t e n d one

for what t r i p s .

once

the

faculty

to this purpose,

The

will be spent on this purpose,

individua l

Individual

loss of a d m i n i s t r a t i v e au thority.
needs

member

developed

pr o v i s i o n has both reduce d

longer g ua ra nt ee d

f a cu lt y r i g h t s .

p.

Fa cu l t y

that not en ou g h m o n e y

me e t i n g per y e a r .

85,

travel ex pe n s e s

reimbursed.

and a d m i n i s t r a t i v e

membe rs

leave

and O a k l a n d has sole

for this p u r p o s e .

In effect,

serve

A l t h o u g h the amo un t per trip

w i th ou t

for a
the

loss

member

O a k l a n d ’s

in the second

a minor

s ab ba ti ca l

to

me m b e r s are no longer

cannot

approval,

contract

individual

(1983facul ty

free to make

last

of p l a n s .
c u rr en t

sick

leave m a y be

leave

provi si on s

a

facul ty

a sk ed to provide a ph y s i c i a n ' s

533
s t a t em e n t and m a y be re qu i r ed to submit
a p h y si ci an of

O a k l a n d ’s cho ic e

e ven t of a d i f f e r e n c e
the

(1983-85,

p.

68).

In

the

of op i n i o n b e t w e e n the two physicians,

fa cu lt y memb er m a y r e qu es t an e x a m i n a t io n at Bea um on t or

Henry

Ford Hospital,

bi nd in g o p i n i o n .
the

to an e x a m i n a t i o n by

with

e x p e ns es shared,

This si xt h change

facult y m e m b e r 's r i g h t s .

The

p h y s i c i a n 's

documentation

leave.

Administrative informants
is not qu es tioned,

a pp ar en t

the need

The

p ro vi s i o ns

pr ov id es
of

in

the cases

pp.

63,

provision.

the r e q u i r e me n t

that

po si ti o n s

after

leaves

a p p ro ve d
This

illness.

on l e a v e .

to

on
the

layoff

The ear 1 ier co nt r a c t did

m e mbe rs m a y return

is a minor

al lo we d the a d m i n i s t r a t i o n .

The

The

pa id or

One might argue that wi tho ut

provision,

immune to l a y o f f .

proof of

subject

70).

sick

in one case made

facul ty membe rs

are

of

report that u s u a l l y sick

layoff while

that

absenc e

(1983-85,

not have this

in

but that a p r ob le m

se ve n t h cha ng e covers

leaves

is a minor r e d u c t i o n

for a u t h o r i t y to require

current contract
unpaid

a

earlier co n t r a c t s did not

requir e

leave

to provid e

would

to their

make such

increase

this

members

in the author ity

p r o vi si on has not yet been

used.
Earlier
a bs en ce
co un te d

contracts

lasting more
as

time

p r o v i d ed

than

si x months

toward

consideration

(1971-72,

pr ov id es that

leaves

of

that

unpaid
m a y or

r e a p p o i n t m e nt

X .50.).

The

leaves
may

or
curre nt

of

not be

promo tio n
co ntract

less than a year do not count toward

534
the
the

p r o b a t i o n a r y pe ri o d and leaves of
fa cul ty memb er

elects

to have the

part of the p r o b a t i o n a r y period
minor ga i n
over

length

Administrative
exercised.
count

Most

report

meet the r e q u i r e m e n t

work

res tri ct

of

is a

f a c u l t y m em ber s
periods.
has been

have their

leaves

time they have to p re par e

to

for t e n u r e .

both types and
of

outside work

be re lat ed

to

and

new clau se

summer
do

not

pr i m a r y

co nc er n

pro fe ss io na l
de tr ac t

has been
that

have
is

p.

46).

work

sessions,

re gu l a t i o n
the
on

46).

unit

p r o f e s s io na l

The restr ictiveness
in

its ap pl ica tio n.

is t y p i c a l l y
when

full-time duties

pe rf orm anc e

p.

"shall g e n e r a l l y

normal

lessened

c o m m i t m e n t s d u ri ng
from

(1983-85,

of the ba rg ai n i n g

and the

outside

the

and re q u i r e prior

nature

the area

(1983-85,

and spr in g

us ua ll y

of work

f ac ult y members

ex pe rti se

r e s p o n s i b i l i t i e s ..."

report

of

involve

ac a d e m i c

Informants

am oun ts

of

The su bs e q u e n t co nt ra ct s

a co nt in u o u s

Currently

m e m b e r 's

not m e nt io n r e s t r i c t i o n

fa cul ty m e m b e r s .

re po rti ng of work

might

This

Em pl oy m e n t

outside

du ri ng

70).

this right

not to

The ea r l i e s t c on tr ac t does

of this

leave c ou nt as

probationary
that

me mb er s choose
to lengthen the

p.

individual

their

informants

in order

Outsi de

of

longer

(1983-85,

in the co nt ro l al lo w e d

the

a year do not unless

of

ignored

fa cu lt y me mb er s

at

Oakland.

e x t e ns iv e

a ca de mi c
campus.

year

The

outside
which

Preventing

535
faculty

from e n g a g i n g

ex p e r t i s e

was not

Infor ma nt s

point

e f f ec ti ve

by

a

major

of

minor

faculty

in their area

behind this

restriction
the

restr ictions
one

se c o n d

in

of

who

less

"work

might

n a t u r e ."
the

the

of

not

a

upon
share

These chang e s

ind ividual

requirement

in the re gu l a t i o n

of

addition.

is made

c o nce pt

members,

of " c o n ti nu ou s

activities:

re p o r t i n g and the

of

not

to gether wit h O a k l a n d ’s d e p e n d e n c e

O a k l a n d 's d e f i n i t i o n

m e m b e r ’s

the

the va g u e n e s s

self-reporting

two

purpo se

out that

c o n t i n u o u s nature"

entail

in outsid e work

faculty

for

prior

of the type

of

work.

Salary Determination
A

number

ann ua l

s a l a r y of

longevity,
four
the

so

highe st

more

considered

members,

among

(1983-85,

there are a total

Me mbe rs move

department

85,

f a cu lt y

lowest of wh ich are

do

are

mar ke t and merit

ranks

forth.
may

of factors

of

47-53).

rank,
For the

i n s t r u c t o r , and

so

levels with years of se rvi ce and

rapidly

at

the

recommendation

and with O a k l a n d 's a p p r o v a l .

level

which are

the

of 29 levels of compen sa tio n,

for the rank

up the

pp.

in se t t i n g

is ab out twice

that at the

of

the

The s a l a r y at the
lowest

level

(1983-

p . 82).
The mar ke t

factor

is

by

Oaklan d and con si st s

to

be added

to salar ies

determined
of a
of

for each ac a d e m i c area

per ce nt ag e

of the base sa la r y

me mbe rs wi th i n

each aca de mi c

536
area.

Th ese are not grievable.

abo ut

C u r r e n t l y these v a r y from

19% for the School of E n g i n e e r i n g and C o mp ut er

to 2%

for such

and P h i l o s o p h y
The
mer it

d e p a r t m e n t s as Art,
(1983-85,

amo un t ad ded

is ref er re d

amo un t

of m o n e y

p.
to

to

"personal

a l l o ca te d

is

individual

is a ss i g n e d

En gl i s h

83).
m e m b e r s ' salaries,

as

department

Comm uni cat ion ,

Science

f a c t o r s ."

for persona l

restricted.
by the

The

if any,
The

factors

amoun t

total

for

rece ived

de pa rt m e n t and

for

each
by

an

a p p r o v e d by

Oakland.
M e r it

pay,

maximum allowed

or

pe rs ona l

for

p.

distribute

84).

the

level,

6%,

for m e mbe rs at the highes t level,

35%

the larger

for ou ts t a n d i n g

above,

from

Informa nts

me mb er s and re co mme nd
part

the mer it

may

f acu lt y m e mbe rs at the

to the m a x i m u m a l l o w e d
(1983-85,

factors,

part of

report

range
lowest

that some d e p a r t m e n t s

this am ou n t e q u a l l y

a few perso ns

to receive

work or similar r e a s o n .

p ay of d e p a r t m e n t chairs

the

to all
lesser

As d i s c u s s e d

is d e t e r m i n e d

by

the deans.
In the
dependent

c urr en t contract,
up on

application

of a

t ui ti o n

and state

formula wh ic h
"special

been made

appropriations

links the amoun t the

me mb er s

receiv e

revenu e

r e ce iv e d

by

Oaklan d

(1983-85,

permits

the

parties

to settle the

pr oc edu re

for

raises have

paym en ts "

to

pa rt l y
through
f a cul ty

the a m o u n t
p.

94).

of
This

issue of pay at

537
the

time

the two year co nt r a ct

is sign ed while

taking

into

ac c o u n t b u d g e t a r y u n c e r t a i n t i e s .
There
which

have been

pay

on l y

two ch an ge s

is d e t e r m i n e d .

First,

exe cu t i ve emp lo ye e

is as si g n e d

becom es

of the

a member

that m e m b e r 's s a l a r y
"free

of level

contract
p r o vi s i on

to

the

wh e n

full-time

p.

49).

The
is

administration.

that

use

of this

retirement,
re du ct io n
f ac ult y

to ret ur n

wi tho ut

who

the ad m i n i s t r a t o r
Thus

sa la r y levels

did so

shift

for

far,

to do

of
of

the
this

In for man ts

report

perha ps

to

a l l o w an

just

experiencing
has

seniority,

to have pe rm it te d
jobs

five years,

in the

Oa kl an d

the high

m a y set

increase

p r o v i s i o n was

to teaching,

in salary.

po si tio ns ade qu at e

Oa k l a n d

addition

minor

the

administrator

s u p e r v i s o r y or

constraints

recent
a

by

t ea ch in g d u ti es and

and other

con tr ac t

intended

me th od s

for a period not to exc ee d

a u t h o r i t y al lo we d
an

a

b a r g a i n i n g unit,

re st rai nts "

(1983-85,

in the

before
extrem e

found

that

hi gh

rank

the one a d m i n i s t r a t o r

so wi tho ut

the use

of this

determine

sal ari es

provision.
The secon d
involves a

change

type of mer it

administration
to

a

servi ce at Oaklan d

Co mm itt ee

with
in

a u t h o r i t y to
pay.

A new

to grant the title

profe sso r

c on sul t

in

the

for

the rest

(1983-85,
Fa cu lt y

gra nt in g

this

p.

of
4).

provis ion a l lo ws

" d i s ti ng ui sh ed
the

pro fe ss or "

p r o f e s s o r 's active

The a d m i n i s t r a t i o n must

Re - E m p l o y m e n t
title

the

to

a

and

Prom ot ion

professor.

In

538
addition,

the

a d m i n i s t r a t i o n m a y give such

per year as an annual
This

provision

authority.

is

The

stipend,
a

minor

for no more than
increase

facul ty are c o n s u l t e d

a bout the title change,
is c l e a r l y d e c i s i v e .

a per so n

in

five years.

administrative

through the F.R.P.C.

but the a d m i n i s t r a t i o n 's
I nf or ma nts

$1,000

authority

report that this au th o r ity

has not yet been u s e d .

Mi sc el l a n e o u s W o r k i n g C o n d i t i o n s
In
eac h
72,

the original

contract,

fa cu lty member with
X V I I I . 7 7. b .).

point out

that

offices are

regular

this

p r o v i s i o n does

inadequate

(1974-75,

offic es

on l y d u r i n g

use

"a s u i t a b l y eq ui pp ed

for

will

author ity

t e a ch in g and

in

the

Informants rep or t that
The

se rv ic es

lost

p.

The

care

included as a
contracts,

only

imply

51).

(1971-

c o n tr ac ts
that

the

A c c o r d i n g to

the

in a "ful ly se rviced

re se arc h"
a minor
of

had

co m p le t ed

(1983-85,

increase

offices

the cha ng e has not

might

who were

ca len dar

not

be kept

include

w as t e b a s k e t em pt y i n g d u r i n g summer
used by m em be rs

office"

"those hours that they are need ed

This al l o w s the a d m i n i s t r a t i o n
of

to provide

Some of the s u b s e q u e n t earlier

curr en t contract,
c ond iti on "

O a kla nd agr ee d

air

p.

for
78) .

in latitude

during

breaks.

become an

issue.

conditioning

and

if an area were not being

teaching.
previously

been

n eg ot ia te d

item with the c o n t r a c t s .

g ui de l i n e s and

and

In recent

li mi ta ti on s have been agreed

539
to,

s uch as the

length of

the se me st er s and l i m it at io ns

ho w e a r l y or late vario us breaks m a y occur
The

a d m i n i s t r a t i o n pr ep are s

these

gui del ine s.

the

This

(1983-85,

p.

ac a d e m i c ca le nd ar

is

a

minor

on

77).

within

increase

in

protection

to

a d m i n i s t r a t i v e authority.

E d u ca ti on al
A rec en t
cover

the

addition
pol ici es

co ns ti t u t i o n s
de ci si on s
those

exten ds c o n t r a c t ua l
and

pr oc e d u r e s

of the U n i v e r s i t y

in which

in vo lvi ng

standards.

Pol icies

contained

(1983-85,

p.

these co ll eg ia l bodies
changes

Contractual

in

76).

the

Am on g the

p a r ti ci pa te are

curriculum

support

in

and

academic

for these structu re s,

which

othe rwi se exist only by the weight of c u st o m and the will
the

Board

of

authority

of the

administrative
cha ngi ng of
c o nt ra ct

Trustees,
faculty.

a

pol ic ie s

pro vi de s

by

that

It is

the
the

Informants

change s

at

recommendation

and

Oa kl an d witho ut

f ac ul ty

in

in

co l l e gi al

now po ss ib le

to grieve

p ro ced ur es

administration
pr oc ed ur es

a relatively

aca de mi c d e c i s i o n s .
made

gain

"shall be conti nu ed "

fa cul ty enjoys

are

major

vi o l a t io n of these

various co n s t i t u t i o n s
The

is

that

the

of

or un ila ter al
becaus e

the

out lin ed

in

the

(1983-85,

p.

76) .

strong

influence

in

report that minor c u r r i c u l u m
school

major

level

chang es are

approval.

de p ar t m e n t s and are reviewed by

Chang es
the

with
not

f a cul ty
made

by

often o r i gi na te

facul ty at a number

540
of levels.

Some p r o g r a m a d d i t i o n s and c u r t a i l m e n t have been

initiated by

the a d m i n i s t r a t i o n or ad

were cr eat ed by the P r e s i d e n t and
members.
such

Faculty

me mb er s are

change s and the

approval.

The

hoc c o m m i t t e e s

included
involved

change s are

f a c u l t y a m o n g the
in

d e v e l o p m e n t of

made wi t h

formal a u t h o r i t y of the

which

the

faculty,

facu lt y's

described

in

the variou s co ns ti t u t i o n s and now p r o t e c t e d by the contract,
is

to

propose,

rev iew

Decisive a u t h o r i t y

and

for

r e c om me nd

major

Oa kl and 's cu st o m of securing

change s
the

in the

face

of

fa c u l ty

informants report,

acquiescence

the

point out that
change

lose

Oakland.
must be

inevitable.

disapproval.

faculty approval
However,

Under
ma y be

i n fo rm an ts also

if the a d m i n i s t r a t i o n were to pr o c e e d wi t h a

for which

f a cu lt y

rests with

O a k l a n d could pr oc e e d with

some conditions,
to

levels.

f a c u l t y 's a p p r ov al

und er st oo d wi th i n this c o n t e x t .
major c h an ge s

at var ious

it had not been able

r e co mm en da ti on ,

face before

the

to se cu r e a positive

the a d m i n i s t r a t o r (s ) involved would
Board,

the

faculty,

and

the

other

administrators.

G r i ev an ce P r o c ed ur es
Two c h an ge s have been made

in the g r i e v a n c e

one of which d e c r e a s e s and one w h i c h

procedures,

increases the c o l le gi al

involvement of the f a c u l t y .
First,
initial

the original

co nt r a c t pr ov i d e d that

d i s c u s s i o n betwe en the

aggrieved

after

the

f a c u l t y member(s)

541
or A s s o c i a t i o n and

the d e s i g n a t e d

representative

the gr i e v an ce m igh t be turn ed over
Committee,
50.).

if either

This co m m i t te e was c o m p o s ed

co m mi tt ee could r e a ch an
was

to the U n i v e r s i t y A p pe al s

p a r t y so re qu est ed

by the As so c i a t i o n and three

to be bi ndi ng

f ln all y

to

co m mi tt ee
carr ied

to

necessary,

they

not,

of the

In the

been d r o p p e d .

the

If

(1983-85,

co ll eg ia l

role

pp.

grievance.

There

arbitration

stage.

addition

second
of

presen t at

72-74).

to

Vice

The

(1983-85,

p.

74).

the

the

aut ho r ity
no

This

hear ing,
is

a

for

if the A s so c i a t i o n

f a cu lt y has

lost

a

fa cu lt y do share with
to

mutually

however,

minor

loss

settle

until
of

the

col le gi al

faculty.
chan ge

in

the

gr ie va nc e

p r o v is io n that
of the

stages

of

the

meeting,

which

ar tic le

Association

the gr ievance

In the ori gin al contract,

is not n e c e s s a r i l y pr ese nt at the
third step

If

e l i m i n a t i o n of the hear ing s t r u c t u r e .

is

the
an y

first

President

administration

The

are

are

in the

author ity for the

this

off i c e r .

T hr ou gh o ut the cu rr en t p r o c e d ur es
the

co n t r a c t

des ignated a d m i n i s t r a t i o n
tak en next

it

the g r i ev an ce

gr ie va nc es

Academic Affairs, and then to a r b i t r a t i o n
wish es

If this

U n i v e r s i t y and

cu rre nt

Now,

-

sel ect ed

follo win g a hearing,

President

arbitration.
has

X I I . 50.

by the a d m i n i s t r a t i o n .

ad ju st m e n t

to the

(1971-72,

of three me m b e rs

on all p a r t i e s .

be carried

could

of Oakland,

is

the

ma y

be

proce dur e

the A s so c i a t i o n

first step m e e t i n g nor the

is with the

Pr e s i d e n t

(1971-72,

542
XII.

58.).

The ag re em e n t s

which

might

meet in g s ca nn o t v io la te the contract,
given

a

copy

Association
process
This

of

any

now has

by ha v i n g

is a minor

agreement

a more

reached.

to be

from these

and the A s s o c i a t i o n

ac t i v e role

the right

gain

result

However,

in

is
the

the g r i e v a n c e

prese nt at

all s t e p s .

in a u t h o r i t y of the co ll e c t i v e

faculty.

Total-Changes.at Oakland University
O v er al l

a total

of

fi ft y - n i n e c ha ng es

were made

in

r ights and power since the s i g n i n g of the or iginal

contract

at O ak la nd U n i v e rs it y.

of major

importance,
are

and

weighted

c h an ge s

Seven of these chang es are

the rest of

"two”

becom es

and

minor

"o n e ",

sixty-six.

importance.

r es pe ct iv el y,

Of these

Wh e n

the

59% are gains

these

total
for

of
the

faculty.
C o m p a r e d to
study,

Oa k l a n d

rank ing

the
has

seventh

unusual

in that

period

of b ei ng

other

fewer gains

a mon g

in

gains

part,

O.U.

or ganized

ranks

for

by the

facul ty se c u r e d

the

for

nine

for

e xa mi ne d

f a cu lt y

collective

e x t e n s i v e rights

in the or iginal c o n t r a c t .

long
and

to this gener al

or g a n i z e d and

m a y be

and power

is

bar ga in in g,

is g e n e r a l l y co nt r a s t

The a n o m a l y

this

This

f a cu lt y has a

2nd in length of time

faculty.

in

than typical,

institutions.

the Oakla nd U n i v e r s i t y

length of o r g a n i z a t i o n
pattern,

i n sti tu tio ns

that

e xp la in ed ,

7th
in

the O a k l a n d

CH AN GE S A T S A G I N A W V A L L E Y S T A T E C O L L E G E

Introduction
S.V.S.C.
four-year

was

formed

liberal arts

located

in

the

in 1963.
p r o g ra ms

Its mi s s i o n was to offer

to

the region.

h i g h l y po p u l a t e d

southeastern

100

of Detroi t

Michigan,

ab out

c o m m ut in g

d is ta nc e

Michigan:

Saginaw,

m il es
of

n or th

four

Midland,

has a high p r o p o r t i o n of
(80%)

industrial

Fl in t and

Bay City.

lowest

p r o b a b l y also

in

faculty members

proportion

because

of

of

section

of

in

S.V.S.C.

with a Ph.D.

de gr e e

in M i c h i g a n .

faculty members

its rec en t

with in

cities

its cr eation,

co mp a r e d to other state c o l l e g e s

the sec on d

is

and

m aj or

P a r t l y becau se of the r e c e n c y of

S.V.S.C.

It is

tenured,

origins and al s o

its

121 and the s t ud en t bo d y well

over

p a tt er n of rapid growth.
The
4,000

f a cu lt y

numbe rs

(Michigan D e p a r t m e n t of E d uc at io n,

four-year
highest
decades.
However,

insti tu ti ons
rate of
The

g r ow th
recency

this gr ow th

and p o p u l a t i o n ch a n g e s
the auto
or

industry,

declining

in st itutions
exa mi ne d

examined

its

oc cu rr ed

de sp i t e

region.

in this study,

the

last

two

be

a factor.

declines

pro ble ms

other

is

the

u n f av or ab le ec o n o m i c

A mo ng the

S.V.S.C.

543

over

has

ca us e d by

have cr ea t e d
for

Of the nine

S.V.S.C.

c r e a t i o n ma y

in the region,

enrollments
in the

here,

of e n r o l l m e n t
of

wh ic h

1983).

of sta gn an t

higher
nine

in

education

in stitut ions

the on l y one w h i c h has

544
had no e x p e r i e n c e s

with either act ua l

facult y r ed uc t i o n s

of a n y kind or a m o u n t .

S .V .S . C. 's
arts

pr ogr am s

c u r r i c u l u m and

have

gr ow n

include

fa c u l t y

the purpos e
the M i c h i g a n
co nt ra ct s
these yea rs

b ar gai ne d

the

In the

(78%)

and

enjoys

relatively

ex te n si ve

areas,

in co n t r a s t

to

areas

as

fa cu lt y

ba r g a i n i ng

unit,

institutions,

significance.
development

for

and se le cte d

affiliate.

1972 and

1984.

high pro po rt io n of
ranks
of

Four

During

in

faculty

of a me t h o d

leave a p p li cat io ns,

are:

the

The

in

nine

facul ty

in a number

of

in such

e v a l u a t i o n and

influence

heads

of chang es made

These

faculty

the

gains

of other colleges,

a characteristics

the or iginal

am on g

rights and power

fa culties

and

third

such g a i n s .

and of on l y S.V.S.C.

of

its

o r g a n iz ed

su cc e s s i v e contracts,

The d e p a r t m e n t

the total

the si gn in g

the

inv olvement

decisions
head.

Of

in 1972

for p r o p o r t i o n

d ep ar t m e n t

of study.

fa cu lt y has not gone out on s t r i k e .

rights

curr iculum

degree

b a rg ai n i n g

made a r e l a t i v e l y

in sti tutions

b a c h e l o r ’s

become

n e g o t i a t i o n of

facult y has

liberal

vot ed to

between

layoff or

b as ic

programs

E d u c a t i o n A s s o c i a t i o n as

were

power and

of S.V.S.C.

of co ll ec t i v e

out of

primarily

pro gra ms and a few m a s t e r 's de g r e e
The

or at t e m p t e d

over

the

are m e mb er s of

the

of only three

of the nine

am ong the state c o l l e g e s .
in power or right s since

contract,
addition

six
of

were of

major

agency

shop,

of w e i g h t i n g and rank ing s ab ba ti ca l

e s t a b l i s h i n g of

a m a xi mu m length to the

545
p r o b a t i o n a r y period
pr e-t enu re

f a c ul ty me mb er s m a y serve,

status w hic h pr ov ide s

a more sec ur e a p p o i n t m e n t

for some adv an ce d p r o b a t i o n a r y fa cu lt y members,
a colle gia l
of

Ac ad e mi c Pol ici es

the types of

c r e a t i o n of a

creation

of

R e v i e w C o m m i t t e e and ex p a n si on

g ri ev an ce s su bj ec t to

bi nd i n g th ird pa rt y

decision.

A s s o c i a t i o n Rights
Two ch ang es

were made

in A s so c i a t i o n

rights,

important of w h i ch was the a d d i t i o n of a g e n c y s h o p .
or iginal
of

contract,

a service

membership

fee was

mod if ie d a g e n c y

in the A s s o c i a t i o n

not a

shop clause

c o n di ti on of

of the ba rg a i n i n g unit,

by the

Association,

Association,
equal

or

to the

(1981-84,

must either

pa y a service

dues or service

p.

34).

auth or ity of the

all

This

fa cu lt y

of who are

join and
fee,

or

a major

or payment

re qu i r e s

A
that

r e p r e s en te d
to

the

have a p e n a l t y

fee

fee de d u c t e d

is

In the

employment.

was added which

members

the most

pay du es

from their s a l a r y

gain

in co ll ec ti ve

and has had

Important co n s e q u e n c e s

fa cu lt y and

a d m i n i s t r a t i o n report

for the A s s o c i a t i o n .
In formants
that pr ior to
the

85

pe na l t y

administrative

the

this chan ge a

b ar ga in in g

Association.
the

from

Now
and

unit

minor ity,
me mbe rs

a p p r o x i m a t e l y 37

were

me mb er s

the great m a j o r i t y b e l o n g .
none

informants.

the
The

se rvi ce
increase

fee,

Only

of

of
the

four pay

according

in m e m b e r s h i p

to
has

546
been a d v a n t a g e o u s
power,

finances

to the
and

Association

ma npower.

in terms of bar ga in in g

Faculty

inform ant s

report

that a number of p er so n s who had p r e v i o u s l y not bee n members
are

now

acti ve

leadership.
of those

and

However,

who have

the

joined

The

se co n d

pr ov is i o n

r e p r es en ta ti ve

not

in

of

some

to have

at m e e t i n g s .

the

Association

fa cu lt y

when the

just wh e n

This c h a n g e

of

ch an g e

as

significance.

me mb er s

faculty

(1972-73,

is a minor

is

to

have

be 1 ieve

the
a

it is

me m b e rs are

p.

i m p r o ve me nt

rights

in c o n t ra ct s with

f a c u l t y m e mb er s

the

r e p r i m a n d e d or d i s c i p l i n e d
7).

def ine

the A s s o c i a t i o n pr es en t

s u p e r v i s o r y p e rs on s
necessary,

i nf orm an ts

allows
of

result has been that

the A s s o c i a t i o n con ti nu e

cha ng e

that

responsibilities

and are s o m e t i m e s vocal

fa cu l t y

positive and of major

the

a ne ga ti ve

anti-union sentiments
Overall,

sharing

19;

1981-84,

in individual

be ing
pp.

6-

rights

faculty m e m b e r s .

Employment
Se v e n t e e n
policies by
a mo ng

collegial

au t o m a t i c
years

in

were

made

in

the

procedures

w h i c h e m p l o y m e n t d e c i s i o n s are

these

influence

c ha n g e s

De c i s i o n s

changes
committee

in

are

the

r e c o m m e n d a ti on s,

tenu re d e c i s i o n s

consideration
rank,

increased

great er

t h ro ug h

for p r o m o t i o n
restriction

made.

Included

effectiveness
increased

and

of

faculty

f a cu lt y evaluations,
upon
of

c o m p l e t i o n of
a d m i n i s t r a t ive

547
authority
members'

in

pro ce du r es

files

and

for

the

d i s c h a r g e and

d r o p p i n g of

a d m i n i s t r a t i o n h i r i n g of pa r t - t i m e
Two c ha ng es
cr e a t i o n

of a

were

of

after

the

four years of s e r v i c e .

on

faculty.

e m pl oy m e n t

m e mbe rs

of

restriction

major s i g n i f i c a n c e .

p re -t e nu r e

p r o b a t i o n a r y fa c u l t y

maintenance

some

One

sta tu s

which

te nure-1 ike

The other

is

the
gives

protection

is the e s ta bl i s h m e n t

of a m a x i m u m length for the p r o b a t i o n a r y p e r i o d .

Recommendations
The
the

most

i mp ort an t of the two

alteration

Pr a c t i c e s

of

the

Committee,

employment d e c i s i o n s .
was

co mp o s e d

of

c h ang es

composition
the

primary

of

f a cu lt y

an

80%

majority

distribution
facult y

29).

of

This
on

p er s p e c t i ve s

influence

on

not

would

many

c o m mi tte e would

other single member.

electe d

within the

for

by

the

in the case of ties

In

pr o b a b l y

d isciplines

the

faculty

pra ct ic e

the

differ.

The

n e c e s s a r i l y vote

issues.

give

co m m i t t e e

for ma ll y gave

committee.

from the var ious

P r e s i d e n t 's p o s it i on
the

the

m em be rs wou ld

F a c u l t y me mb er s

st r u c tu re

P r of es s ional

for Ac ad e m i c Affairs,

who c h ai re d the co mm it t ee and could vote
p.

as

a bloc.

have di fferent

Fur thermore,

the

Vice-

institution and as chair

him greater

is

five-member co mm itt ee

me mbe rs

b a r g a i n i n g unit and the Vice Pr e s i d e n t

(1972-73,

the

re v i e w

Or ig in al ly this

four

in this area

influence than

of
any

548
Currently

the

membe rs e l ec te d
Pr e s i d e n t
chair
a

c o m m i tt ee

by the

p.

22).

voti ng chair

of

six

three deans and

facult y

the Vice-

who ser ve s as the n o n - v o t i n g

This c o m p o s i t i o n gives the

67% voti ng major ity,

f a cu lt y majority.

co m p o s e d

faculty,

for A c a d e m i c Affairs,

(1981-84,

comm it te e

is

a reduction

from the

facul ty

or iginal

80%

If the V i c e - P r e s i d e n t ’s inf luence as n o n ­

is t ak en

into ac count,

f a cu lt y inf luence

on the

is further r e d u c e d .

Although
col le c t i v e

this

chan ge

in fluence

is

of the

a

minor re d u c ti on
both the

f a c u l t y and
f a c u l t y and

administrative

informants

rep or t

that the

the

administrative

infor ma nt s

re p o r t

that

are

the

r e c o m m e n d a t i o ns are now much more

li k el y to be fo ll owe d

by

the a d m i n i s t r a t i o n

when the c o m m i t t e e

there

are

f ac ul ty major i t y .

very

few
being

the c o m m i t t e e a p p e a r s
more

included

no deans,
when

typically

the

institutions,
are

and

mak ing
first

such

membe rs

recommendations

of

According

instances
followed.

of

The

earli er

deans

were

of

as Saginaw,
the
usually

bargaining
have

gr ea t

d ea ns

on

its re co m m e n d a t i o n s
c o m mi tt ee

not

s t r uc tu re

co n s u l t e d
The

administrative
where

now

c o m m i t t e e 's

I n c lu si on of

recommendations.
leve1

had a

to both,

the

to be the ca us e of

effective.

comm it te e

effective

than p r e v i o u s l y

re c o m m e n d a t i o n not

being

more

the c o m m i t t e e 's
b e ca us e

som ew ha t great er

now

the

faculty,

the

r e c o m m e n d a t i o ns

in

by

deans
r e vi e w

the
are
in

the d e p a r t m e n t chairs
unit.
wei gh t

The

deans1

within

the

549
administration
f ac ult y
in its

b e ca us e

perfo rma nce .
earlier

the d ea ns and
the

of

The

the

be o p pos ed

de ans

c o m m i t t e e 's

are

judge men t of

by the deans.

re pr e s e n t e d

Co ns equ en tl y,

fr eq u e n t l y o v e r t u r n e d .

on the

r e c o m m e n d a t i o n s are

with

of the co mm itt ee

not r e fl ec t the

c o m m i t t e e 's r e c o m m e n d a t i o n s were

Curren tl y,

familiarity

recommendations

s t r u c t u r e did
mi ght

deans'

co mmittee,

usually

and the

followed

by

the

fa c u l t y

and

administration.
Faculty

in for ma n ts

report

a d m i n i s t r a t i o n m e m b e r s are
one

r a r e l y split,

side and the a d m i n i s t r a t i o n on

C o ns eq ue n tl y,
of

that

s p l it

with the

f ac ul ty on

an oth er side

of a v o t e .

votes ar e not u s u a l l y

faculty-administration conflict.

committee

is

the

d ivided

five

to

seen as a result

If the
four

vote of

on

a

the

p a rt ic ul ar

rec om me nd at i on ,

the c o m m i t t e e 's

r e c o m m e n d a t i o n might not be

decisive.

if the sp lit

six to three or

the

But

is

c o m m i t t e e 's r e c o m m e n d a t i o n

I nfo rma nts

co ul d

think of only one

c o m m i t t e e 's

r e c o m m e n d a t i o n was

r ec o m m e n d e d

denial,

recommendation.
and at

other

fa cu l t y
pe rs on ne l

is almo st

but

overturned.

Administrative

ins ti tu ti on s

me mb er s are
decisions

or

and

report

perhaps
us ing

alwa ys d e c i s i v e .

such split

the a d m i n i s t r a t i o n

in which the
The co mm itt ee

o ve rt ur ne d

impression that

inclined

to more

exact ing st an da rd s

d e c i s i o n s than are a d m i n i s t r a t o r s .

the

fa cul ty inform ant s here

their

more

less close,

in

the

harsh
such

550
A l t h o u g h the c o m m i t t e e ' s
followed

than

influence.

not,

Indeed,

op po si te seems
accepts

the

the

f a cul ty has not

on the basis of

to be t r u e .

c o m m i t t e e 's

as members,

now

is

the

recommendations

influence the outcome
If

r e p r e s e n t s an a d m i n i s t r a t i v e

committee

i n f o r m a n t ’s reports,

c o m m i t t e e 's

deliberations.

the chan ge has r ed uc ed

n e c e s s a r i l y gained

A p p a r e n t l y higher a d m i n i s t r a t i o n

newly-structured

becaus e deans,

The

r e c o m m e n d a t i o n s are more often

the

co m m i t t e e ' s

vi ew po in t now more

f a cu lt y

actions

than before,

influence to a minor

less r e p r e s e n t a t i v e

of the

of the

extent.

f a c u l t y than

before the c h a n g e .
In

a

Practices
its

sec on d cha ng e
Co m m i t t e e

(2)

te a m r e co rd s wh e n r e v i e w
responsibility

p.

27,

of the

31,

34).

to

the

include

rev ie w of the

Professional

(1)

has had

r e vi ew

faculty

with

the

is

ad m i n i s t r a t ion

(1972-73,

a minor

p.

increase

30,

of

evaluation

is re q u e s t e d by the evalu ee and

in new fields
This

area,

i m me dia tel y a b o v e )

ex pa n d e d

d i s c i p l i n e decisions,

te rm in al de g r e e s

this

(discussed

r e s p o n s i b i 1 ities

sha re d

in

(3)

to def ine

35;

1981-84,

in the a u t h o r i t y

faculty.

Evaluation
Three minor c h an ge s have been made
of

these

is

expans ion of

evaluation t e a m s .
f ac ul ty

m e mb er s

the

in

evaluation.

influence

of

the

One

faculty

In each school which has a n y p r o b a t i o n a r y
is

an

e v a l u a t i o n team

co mp os ed

of

three

551
facult y

m em ber s

a p p o in te d by

(1981-84,

the dean,

the third

is se l e c t e d

of

evaluation

the

approp r iate
dischar ge,

Committee.

is

the

act ion,

fa cul ty

(1981-84,

pp.

influence over
decisions.

con tract,

a u t h o r i t y of the
In

a

me mb ers
to

the

once

their

col le gia l
Prac ti ces

w hi ch are placed

the

tenur e d e c i s i o ns
is

e va lu at io n

a

minor

S a gi na w

the

(1972-73,

e v a l ua ti on and also
s o me ti mes

c o ns i d e r e d
e va lu at io n

as

teams

du r in g each of

and

be in g

Now

well as

increase

in

twice

for

tenure

teams

have

r e ap po in tm en t
the

c o l le gi al

faculty.

seco nd

chan ge

in

cri te ri a wh ich m a y be used
exp li ci t

of

for each m e m b e r , are

first two years at

29-30).

This

repor ts

the teams make these

prior

and

reappointment,

Professional

file kept

is

The reports

formal

f a cu lt y m e m b e r s

probationary m e m b e r s '

im me di at el y

Ass ociation,

as

the

the

mem be r

recommendation

such

However,
by

or iginal

Currently,

first

in the r e c o m m e n d a t i o n p r o c e s s .

e va lua ted p r o b a t i o n a r y

eva lua te

include

Practices

used

The

two m e m b e r s .

The e v a l u a t i o n teams'

basic d o c u m e n ts

40).

first

teams

made

in the P r o f e s s i on a l

p.

30).

secon d by the

by the

other.

re c o m m e n d a t i o n

In

the

employment
or

p.

(1971-72,

p.

or r e ap po in tm en t are
major s i g n i f i c a nc e

38;

evaluation

in e v a l u a t i o n
1981-84,

p.

procedures,

have been made more

28) .

Denial

of tenure

for mal ly a d m i n i s t r a t i v e d e c i s i o n s .
of this

cha ng e

is to

the

The

restr ict som ewhat

552
the ground s
minor

for denial.

Co ns eq uen tly ,

this

change

is

a

r e s t r i c t i o n on a d m i n i s t r a t i v e authority.
Clarification

Informa nt s

of

report

criteria

that

a

has

de n i a l

had

of

consequences.

tenure

based

on

inadequate p er fo r m a n c e

of n o n - t e a c h i n g duties was ov er tu rn ed

in

The

an a r b i t r a t i o n .

fa c u l t y

member

involved

a r b i t r a t i o n has been p o s i t i v e l y ev al uat ed as
the

ar bi tr a t o r

int er pr et ed

ef f e c t i v e n e s s

is

the

pr ov i si on

c o nt ra ct

shall

c l a s s r o o m teaching;

p.

30).

that

according

case a

an a r b i t r a t o r 's

question

had

re ce i ve d
in

is

implied

facul ty

"(1)

As

te aching
in

members

effectiveness

of

class ev al ua ti on surveys and

to the d e p a r t m e n t or dis ci pl in e"

th r o u g h

but

to:

(2) s t ude nt

In a related

promoted,

This

p r e - t e n u r ed

the

a teacher.

contract,

the major criter i o n .

be e v a l u a t e d

(3) c o n t r i b u t i o n s

the

in

facul ty member was

decision.

The

re instated

facul ty

po si tiv e eva lu at io ns

(1981-84,

member

and

had

a s u b s e q u e n t year was not r e t a i n e d .

in

been
There

was no c l a i m

that p e r f o r m a nc e had deter iorated

in the year

be t w e e n

granting

failure

the

reappoint.

The

in su ffi cie nt basis
On
appe ar

the basis
that

of

promotion

arbitrator
for de ni a l
of

stated

this and

that

the above

the e x p l i c a t i o n of cr it er ia

for denial.

the

there

to
was

and award ed r e i n s t a t e m e n t .

autho r ity of the a d m i n i s t r a t i o n
ma y be used

and

case,

it would

has re st r i c t e d

with regard

the

to gr oun ds which

553
Administration
there

is

of their

informants both re p o r t

The e v a lu a t i o n teams va r y

rev ie w and

standards.

a s s e ss in g

the s tr ic tn es s

The Pr of es si on al

v ar ia ti on s

within

fa c u l t y

c o n t r o v e r s y over e v a l u a t i o n cr it er ia

of reasons.

these

and

and

the

facult y

res ea rc h

and

division

on

evaluation

this

issue

Administrative

less'

wh ic h

line

of

be t w e e n

an

Pr ac tic es C o m m i t t e e .

to res ear ch and

res ea rc h than has been

Sa gin aw em ph as iz es

teaching,

in

teaching,

The

dr awn

is some mov em en t wit hi n the

more eraphasis to

of

disagreement

weighted.

the Pr of es si on al

is awa re

consideration

to

so me tim es

apply

informants report that the gre at es t w e ig ht

There

Currently

into

is sometimes

be

is

giv en to teaching,

service.

the e x t e n s i v e n e s s

with wh ic h t h e y

the exte nt

servic e should

team and

currently

these

The re

over

for a number

Pr ac ti ce s Co mm itt ee

takes

the e v a l u e e .

in

that

is

least to

fa cu lt y to give

done
and

in the

past.

fa cul ty t e ac hi ng

loads of 12 cred it hours per sem est er do not a l l o w ex te ns iv e
time

for r e s e a r c h .
The

third

provis ion that

change
the

ce rta in mat erial
vitae

facult y

member

pr oce dur es

be ing ev al ua te d

is

the

m a y add

The e v a l u e e 's

is now a n e c e s s a r y part of the r e p o r t .

Now the member

com me nt s
and

mat er ia ls "

may

to the

ev al u a t i o n

evaluation repo r t .

m a y add
wishes

in

wr it te n by
als o

as desire d

subm it

(1972-73,

col le ag ue s

if

"comments,
pp.

41-42;

the membe r
res po ns es
1981-84,

pp.

so
and
31-

554
32).

This

ch a n ge

facult y m em b e r ' s

is

a minor

increase

in

the

individual

rights.

Re a p p o i n t m e n t
The rig hts
significantly
category

of the

in dividual

increased

by

of p r o b a t i o n a r y

the a d d i t i o n

appo in tme nt,

which has some of the q u a l i t i e s
The

or iginal

p r o b a t i o n a r y and

fourth

c on t ra ct

tenur ed

curre nt contract,

after

if prior

ac hi e v e s

s e rv ic e

tenure

to pr e- t e n u r e
the

Also

the

req uired
(1981-84,

status
gr o u n d s

two

to

inadequacy

39,

46).

co m p l e t e s

the

p r o b a t i o n a r y ap p o i n t m e n t s

(or

member

(1981-84,

Professional
in cases
p.

33) .

contrast

the

p.

for the

Practices

of

p.

two

29).

status.

a p po i n t m e n t
(1981-84,

n o n - r en ew al m a y

p.

re vi e w

are
33).
is

ap po i n t m e n t
be griev ed to

in the event
not

or

f a cu lt y member

of pr e- t e n u r e

Co m m i t t e e has

member

f a cu lt y member

Co m m i t t e e ' s

final and b i n d i n g third p a rt y d e c i s i o n
Professional

the

to p r o b a t i o n a r y

Practices

Further,

After

(1981-84,

in co mpetence

of n o n - r e n e w a l

facul ty

29).

non-renewal

or

categor i e s :
the

of a d v a n t a g e s

for

ad va n c e d

of pre-tenure,

for

is c r e d i t e d ),

in

an

Under

or t e r m i n a t e d

There are a number

1 imited

that

on p r e - t e n u r e d ap po in tm en ts ,

must be g r a n t e d

First,

p.

fa c u l t y

on

p r e - t e n u r e st at us

three years

pro vi de d

a

of

of a tenured a p p o i n t m e n t .

(1972-73,

c o n s e c u t i v e year

less,

fa cu lt y member s have been

that

the

r e co mme nde d

the

555
n o n - r e n e w al

(1981-84,

i mp ro vem ent

in the

F ac ul t y and
ch an ge

has

decisions

p.

individual

about

the

now

to gether

decision.
were

able

re cei ve

first

with

el im ina te

major

to mak e

earlier

members.

tho rou gh

As

a
of

few years at Saginaw.

In

facult y me mbe rs have
n o t i f i e d of

speci f ic

reasons

four cases,

the

that this

scrutiny

have been

In three of the
to

fa c u l t y

a more

four n o n- t e n u re d

termination

a

informants agree

new

is

and

is

f a cul ty me m b e r ' s rights.

fa cu lt y m em be r s d u ri ng their

neg at iv e ev al u a t i o n s

change

administration

retaining

there

recent years,

This

administrative

compelled

co nse que nce ,

33).

the

inadequacies

rec eived
imp en din g
for

this

faculty members
and s u b s e q u e n t l y

pos it iv e e v a l u a t i o n s .

Te.n.u&Q.
Two c h an ge s have

been made wi t h reg ar d to t e n u r e .

most

important of these

is the e s ta bl i s h m e n t

time

1 imit to the period d u r i n g

be e mp lo ye d as probat ionary.
specify any
before
a fter

be ing

tenured.

fours years,

stat us
the

li mit a ti on to

(1981-84,

pre -t en ur e

Faculty

w hi ch a fa cul ty me mb e r

m ay

The or iginal c o n t r a c t did
the ye ar s

a mem be r

The c u rr en t co ntract

29).

status

whi ch the member must
29).

of a m a x i m u m

m i gh t

The

for a

not
serve

provides

a p r o b a t i o n a r y member a c qu ir es
p.

The

that

pr e- t e n u r e

facul ty member m a y rem ai n
m a x i m u m of three

be tenured

informan ts report

to be retained
that

this

years

after

(1981-84,

change

in

is

p.
an

556
important

one.

This

is a

major

increase

in the

individual

facul ty m e m b e r ’s rights.
A

second

chan ge

1 imitation of the
now

tenure

on ly twice

de ni al

to b ind in g

not

f ac ult y mem be r

(1981-84,

p.

third-party

upheld,

the

m a y be

33).

in the

denial pr ov i d e s
used

in

results

c or rec t ing
in

denial,

in ac co rd

review,

the m em be rs

wit h

in the d e c i s i o n that

through

If a se co n d de n ia l

is
for

the
is

cannot be r e n e w e d .

the

If a mem be r

w ri tt en basis

inf orm ati on wh ic h
If

fa cul ty and

It

facul ty as a v/hole are

inadequacies.
the

minor

considered

consideration

fa c u l ty memb er

first

a

The member m a y appeal

informants point out that the

tenure

is

f a cu l t y me mb er' s r i g h t s .

n e c e s s a r i l y opposed to this p r o v i s i o n .

den i e d

be

pr ov is io ns

and Ten ur e Co m m i ss i o n .

a pp e a l e d and
F ac u l t y

tenure

individual

pr ov id e d that a

R e a p p o i n t me n t

in

is
for

m ay be

the se co n d

review

a d m i n i s t r a t i o n m a y well
the

mem be r shou ld

not be

tenured.

P r o mo ti on
Two minor c h an ge s have been
promotion.

One

p r o m o t i o n wh e n
rank

unless

co ns i d e r e d

requires
they have

the

member

(1981-84,

pp.

that the sp e c if ie d years
required

before

made

in the p r o v i s i o n s

that m em ber s

be cons idered

c o m p l e t e d the sp e c i f i e d
expressly
28-29 ) .

re quests

E ar li er

not

c o n tr ac ts

in rank were m i n i m u m time

consideration

for pr o m o t i o n

years

to

to

for
for
in
be

pr ov id ed
intervals
the next

557
rank.

The e a r l y c o n t r a c ts did

automatically

be c o n s i d e r e d

these m i n i m u m years
nor

the

new
of

report

this

that

revie ws

member

ye ars

is

38).

his/her

as a l l o w e d

led to excess
wh e n a

p r o mo ti on

name

under

In neither

A d mi ni s t r a t i v e

Generally,

g r a n t i n g of

w i t h d r a ws

upon c o mp l e t i n g

the

from

for

contract,

individual

facul ty member

r eq uis ite

number

member de c i d e s
The member
a

The

of

pr o mo ti on will
years

in w h i c h

in

body

in individual
sec ond

d r o p p i n g of the

of this change

for

in

pr o m o ti on

This change

is

a

minor

Informants

from

g iv en

raises

is a

the

in ear 1 ier contracts,

that

pr ovi sio ns

(1972-73,

of p ro mo ti on s

enhancement
the

from

is

Now the a d m i n i s t r a t i o n has been

to d e t e r m i n e what number

the

promotion.

a r e c o m m e n d a t i o n ar ising

sp e c i f i e d the sum of m o n e y the a d m i n i s t r a t i o n was

53).

the

facul ty m e m b e r 's rights.

provision,

m e r it

After

been served,

administrator.

change

in p ro mo ti on s and

than be

g r eat er contr ol

year to be re viewed

or an

rather

occur.

rank have

need not wait upon

co ll egi al

minor gain

for

of

consideration

is

review

number s

the

The c o n s e q u e nc e

over when

informants

uniikely,

promotion.

the

upon

f a cul ty member

is

f o rm al ly de ni ed
to give

the old

p r o m o t i o n g u ar a n t e e d

pr ov is io n has not

that

promotion,

p.

in r a n k .

for pr omotion.

an t i c i p a t e s

for p r om ot ion

(1971-73,

pr ovi si o n s

completion

not requi re that the member

of

faculty

p.

76;

1981-84,

given greater

that

the

p.

freed om

it s h a l 1 g r a n t .

administrative
report

to expend

This

authority.
number

of

558
promot ion s

g ran te d has

grante d

has

el igi ble

for c o n s i d e r a t i o n

some

va ri ed

not

wi t h

d i s c i p l i n a r y areas,

increases

the

number

been

an

the numb er
for

of

su c h

as

The

in

member s

High tu rn ov er

business,
as

number

fa cu lt y

pr omotion.

eligible,

r e l a t i v e l y large number

issue.

in

periodically

last

year

when a

of p r o m o t i o n s were granted.

Txansfeexs
The p r o vi si on has been ad de d that wh e n a fa cu lt y member
tra nsfers out
the v a c a n c y
would

be

r e s tr ic ti o n

of a d e p a r t m e n t
if the major

harm ed

(1981-84,

that the

However,

p.

transfer

rep la ce me n t

than that

This

action.

from wh ic h

pr oce d ur es

allow

a r e p l a c e m en t
member

or p r og r a m p r i o r i t i e s .

of

in these

cases

as,

presumably,

provision.

po s i t i o n

would

be

was

in

the

the needs

lost.
to

Such

cha ngi ng

The def inition

administrative

"harm"

is

in a d i f f e re nt

a d j us ti ng

pat terns

is an

minor

not yet been

that when a

for

a

A d m i n i s t r a t i o n and

enr ol lm e nt
"need"

is

provis ion has

the

fill

hour p r o d u c t i v i t y

the a d m i n i s t r a t i o n e xa mi ne s

various areas an d m a y hire

de p a r t m e n t

17).

informants repo rt

lost due to attriti on,
in

a d m i n i s t r a t i o n must

or the s t u d e n t

on a d m i n i s t r a t i v e

faculty report
used.

the

pre ro ga ti ve

ab ov e

transfer

559

Discipline and Discharge
Two minor r e s t r i c t i o n s
been

a dd ed

in

these

of a d m i n i s t r a t i v e a u t h o r i t y have

areas.

First,

just

cause

has been

ext ended to cover all d i s c h a r g e cases,

not just d i s c h a r g e

tenured

47;

faculty

m em b e r s

(1972-73,

Second,

p ro ce d u r e s

ti ghtened

up by

notified

of the d i s c i p l i n a r y

allege d

in

or the

ad mi ni s t r a t i o n

r e sp on d

m is co nd uc t

(3)

brought

and

to the

(1981-84,

p.

ad di ti on was cited
e a r 1 ler steps,

short

t h a t :(1)

p.

matter

be d r op pe d

that a n y

affected

Informants

in a gr i e v an ce

days

be

of the

; (2)

the

inc idents of

wr i t t en mat er ia l

of the

Faculty

simila r

33).

been

the mem be r

a c t i o n w i t h i n 30

s i m i l a r l y to

attention
34).

1981-84,

d i s c i p l i n a r y a c t i o n have

the r eq u i r e m e n t s

m is co n d u c t

p.

of

involved be

fa c u l ty

member

report that

which was res ol ve d

this
in the

of a r b i t r a t i o n .

Perso nne l Files
Two
personnel
(1981-84,

files

are

kept

on each

f a cul ty

file and the P r o f e s s i o n a l
p.

25).

The

member:

Pr a ct ic es C o m m it te e

pers on nel

file

con ta in s

e mp lo ym en t mat er ia l and all memos of a p po i n t m e n t and
in the pe r s on ne l
deans

office.

The P.P.C.

and co n t a i n d o c u m e n t s

and e v a lu at io ns
e mpl oym ent
authority

used

Two

files are kept

file
pre­

is kept
by the

in m a k i n g r e c o m m e n d a t i o ns

as well as ma terial

status.

the

r e g a r d i n g the m e m b e r 's

re st ri c ti on s

on

a d m i n i s t r a t ive

in the ha n d l i n g of m e m b e r s ' P r o f e s s i o n a l Pr a c t i c e s

560
C om mit tee

files

have been added.

One

req ui re s that

a d m i n i s t r a t i o n memos

r e g ar din g

added to the me m b e r ' s

file and the member no ti fi ed

p.

26).

been

Administration

in te rpr et ed

or

agains t the m a t t e r .

1 ist

of all

indexed

is

the

material w hi ch
file

if not preclude,

rests

with

each

p.

the

such

and

mem ber

that there

is in the

26).

believe

the y

c r e a ti ng

has

been

facul ty

to

c o m p l y with

vuln er ab le

c o m p il in g and m a i n t a i n i n g the

member.
and

report

A r e qu es t

the

provis ion

notified.

ma n y

sent to
by

the

re sp ons es

practice,

it

fa c u l ty me m b e r s who

protec t

index.

In

In

spotty.

that

r e c e n t l y rec eived

to

date

m a i n t a i n i n g the

voluntary

the p r o v i s i o n has a l l o w e d
are

mem be r' s

Th is prov is ion

faculty

in s h a m b l e s .

o ne -t hir d so

be a

from the m e m b e r 's

and

informants

P r a c t i c es Comm it te e

onl y ab out

appear s that

other ac t ion

p o s s i b i l i t y of ma t e r i a l

individual

m e m b e r s ' files are

Pr o f e s s i on a l
from

the

c o m pl i a n c e

Administration
facul ty

has

fa c u l t y

n u mb er ed s e r i a l l y by

(1981-84,

R e s p o n s i b i l i t y for

practice,

this

re fe rr in g to as sig nme nts ,

being a dde d r e t r o a c t i v e l y or being re mov ed

index

or

be

(1981-84,

q u e s t i o n i n g the

the r e q u i r e m e n t

item in the

acco rd ingly

would reduce,

files.

must

e x p l a i n that

to di sc ip l i n e

Routin e memos

addition

file wit h eac h
and

leading

member

e t c ., are not co ve r e d by this c l a u s e .

Another
master

informants

to refer to me mo s

m e m b e r 's ac ti o n s

ove rload pay,

a f a cul ty

intra-

t he ms el ve s

by

561
Miscellaneous Employment Decisions
Administrative
w ai vi ng of
time

authority

the p r o v i s i o n which

faculty.

In a serie s

this pro vi s ion

had b e e n

extension

of

the p a r t - t i m e

it

recent c o n t r a c t .
to

In s u b s e q u e n t

1:4 and

reach ed

within a

and

1:3

ad dre ss the ex c e s s i v e
des ign a plan to
p.

co nt rac ts

d ep ar tm en t;
for

the

1983

the origin al

by cre di t hours

the r e q u i r e m e n t add ed

the Vice P r e s i d e n t

In

in

of

ful l- tim e ratio could not exc ee d

(1972-73,

sp e c i f i e d as

of part-

in earlie r contracts,

was wai ve d

year as me a s u r e d

15).

the use

by the

p r o g r e s s i v e l y restr ict ive

that of the p re vi ou s
p.

in creased

rest ri cts

before

the mo st

been

of ch ang es

made

administrative authority

contract,

has

the

that

taught

ratio was

if the ratio

the depa rtm ent ,

the dean

A c a d e m i c Affair s would meet

rel ia nc e

upon pa rt -ti me

r e c t i f y this e x c e ss iv e

"to

fa cu lt y and to

relia nce "

(1981-84,

11).
In

the e x t e n s i o n of

partie s

agreed

to

a

the a g r e e m e n t of
number

of

M a r c h 1983,

cost-cutting

the

measures,

Inclu din g the u n d e r s t a n d i n g t h a t :
Both
the Co ll e g e
and the
A s s o c i a t i o n re co g n i z e s
the
impor tan ce of r e c r u i t i n g
full -ti me fa cul ty to
achiev e
the
4:1 ratio;
however,
judicious
use of
part- tim e
fa cu lt y will
be ma de
d u r i n g this period
of financial
difficulty
(Amendment
to
the
SVSC/SVSCFA
Ag r e e me nt
1981-84, p. 2).
Informa nts

of

both pa rt i e s a g re e d

1:4 re st r i c t i o n
are

currently

1981-84

has

been

and

have

means

temporarily w a ived.

n e g o t i a t i n g the

contract

that this

not

su cc ess or
lifted the

that the

The

parties

co nt r a ct

to the

waiver.

This

562
cu rr en t

waiver remove s r e s t r i c t i o n s

use of part time

fa c u l t y

members.

on the a d m i n i s t r a t i o n ' s
This

is a minor

gain

in

a d m i n i s t r a t i v e au thority.
Info r ma n ts
problem

area.

contract,
both.

from

prior

Both

The

provision

to

the waiver,

re ferred

Association
Co lle ge

bo t h p a rti es

to

fi nancial

in

agency

r e c r ui t me nt

Third,

to

for

for

the

example,

such

Second,

problem.
full-time

toward

variation among
fa cul ty me mbe rs

to

facult y

in some

by

c ou rse s
here,

part -ti me

with

pos it ion s

fa cul ty me mbe rs

to

Central
of

the

First,

co m pe ti ti ve

is

de pa r t m e n t s

wit hi n

faculty

in

difficult.

instructors

the r a t i o .

a de pa r t m e n t m ay prefer
courses.

For
not

Rel ian ce

be extensive.

not wish to have courses

me mb er s

and

may

fa cu lt y m e m b e r s .

institutions,

viable

in teachin g a s si gn me nt s

the use of part-time

facult y may

full-time

as at other

1981-84

problems

Sim pl y finding

in such a de pa rt m e n t may

other de par tme nts ,

taught

three

standard.

tea ch p a r t i c u l a r , f r e q u e n t l y - o f f e r e d

on pa rt -ti me

failure

a

1:4 r e q u i r e m e n t .

this

fa cu lt y m e m b e r s ' pr ef e r e n c e s

m a y cause

is

limit the C o l l e g e 's a b i l i t y to hire new

is a

their at ti tu de s

the

the No rt h

point

meet

facult y m e m b e r s .

cand idates

In

trying

in

this

presented difficulties

informants

re str ai n ts

full-time

to

stood

to c o n s i s t e n t l y keep w i th i n the

encountered

and

it

that

c r i t i c i s m from

accrediting

Administrative

a rea s

as

agree

com pl ai n

cover

all

Administrators
that somet ime s

of a d e p a r t m e n t do not approve

the

of can di da te s

563
for p a r t- ti me
be wi lli ng

in st ru c ti o n o f f - ca mp us but

to teach off-campus.

Another major

problem

informants r e p o r t .
taught;

it

is m o n i t o r i n g the ratio,

The ratio

is c a l c u l a t e d

informants also point to
and con cl ud e

w e a k ne ss

in pr ev en t i n g

second

chan ge

in

All

of

temporary

re p l a c e m e n t s

ex p e r i m e n t a l
con tr ac t

new

the

miscellaneous

for

pro vid ed that

limited to

(1972-73,

f a cul ty
p.

16).

me m b e rs

memb er

use

w hen hired

p.
of

for

facult y

has been secure d

12) .

Informants

ad m i n i s t r a t i v e

were
would

no
no

is greater
me mbe rs

ex pe ri me nt al

for other purposes,

of the A s s o c i a t i o n
(1981-84,

in over two co nt ra ct s

of t e m p o r a r y

or

The original

facult y

Pha se d

of

"...such as

the t e m p o r a r y

if hired

r e s tr ic ti on

perm it the use

pur po se s

two years

time period

regul ar

te mp or ar y

special

Now

for one year

on the use of

when the

be e m p l o y e d .

restriction.

e mp lo ym en t

for s p e c i f i c purposes,

pr og ram s"

longer applicable,

minor

it

ove r- ra ti o d e p e n d e n c y upon

the co nt ra ct s

t e m p o r a r y facult y me mb er s

app ro va l

Faculty

in en fo r c e m e n t p ro ce du re s

is Increased r e st ri ct io n

fa cul ty m e m b e r s .

and

into a c c o u n t .

faculty m e m b e r s .

pro vi si on s

longer

be taken

and relea se

that the p r o vi si on has not been as useful as

mi ght appear to be

A

fa cul ty

is d e t e r m i n e d by c r e d i t hours

for each d e p a r t m e n t ;

time of facul ty me m b e r s must

part- tim e

m ay not t h e m se lv es

is

programs

unl es s prior
for a longer

report

authority

that
has

this
not

564
cr e a t e d problems.
been

R ou tin e ap pr o v al

by

the As so c i a t i o n has

forthcoming.

Wo r k i ng Co nd it io ns
T w e n t y - f o u r c h a n g e s have been made
of

these d e f i n e

members.

p ro f e s s i o n a l

Four

of these

cl as se s are offered,
to

summer

t ea ch in g

school
duties.

procedu res ,
oc cu rr ed
and

four

Six
in

most of

departmental
been c h a n g e d .
consequence

c h ang es

Eac h

except

of

Half

facul ty

times d u r i n g

which

to class cancellation,

have

three to

been made

leave.

Five

two
non­

in

leave

ch ang es have

for d e p a r t m e n t re source d e t e r m i n a t i o n

wh ich

faculty.

the

a s s i g n m e n t s and

s ab ba ti ca l

in pr oc e d u r e s

use,

refer

te a c h i n g

area.

responsibilities

affect

three

in this

increase

Provisions
of
for

the

of

the

for outside work have also

the above
the

authority

change s

re d u c t i o n

of

is

minor

in

a d mi ni s t r a t i v e

aut hor ity in the proces s by wh ich sabbat icals are g r a n t e d .

Professional Responsibilities
T w el ve minor
de f i n i n g
ch ang es

ch a n g e s

the duti es

of

involve when

have been made
fa cu l t y m e m b e r s .

fa cu lt y

me mbe rs m ay

in the provis ions
Four of

these

be required

to

teach.
One chan ge
or iginal
as s i g n i n g

bro ade ns the time of d a y r e s t r i c t i o n s .

contract

req uir ed

cl a s s e s earli er

than

a

mem be r' s
8 a.m.

co nse nt

or after

The

before

10 p.m.

and

565
before a l l o w i n g less
d a y and

the

b e g i n n i n g of the

twelve hour

clause has been

been e x p a nd ed

to 7:30 a.m.

A s s o c i a t i o n 's
c l as se s

than 12 hours b e tw ee n

c o ns en t

that

end at

is

next

(1972-73,

retained,

and

11 p.m.

now

the end of

and

11).

The

the hours

have

(1981-84,

re qu ire d

11 p . m . , but

p.

one

p.

before

7).

The

assigning

"(t )he A s s o c i a t i o n . . .may

not refuse ag a i n s t the f ac ult y member's wishes"

(1981-84,

7).

r e d uc ti on of

The c o n se q u e n c e

the

rights

times

of

of this cha ng e

Individual

f a c u l t y membe rs

cl as se s be t w e e n

This

4 p.m.

and 5:30

f a cu lt y m e e t i n g s
is a minor

m ay be

c l as se s m a y be

assigned

the

to a f a cu lt y m e m b e r .

m e m b e r 's consen t

p.

dur ing two

11).

increase

A fourth change

could

under

No w no more

se me ste rs m ay

is a minor

be so

than

be as si g n e d w i th ou t

the or iginal

con tra ct

ass igned

classe s

(1982-84,

p.

Is the a d d i t i o n of the r e q u i r e m en t

dur ing the time

(1972-73,

1981-84,

in ind ividual

7).

7).

in individual r i g h t s .

in their off ices
20;

p.

No more

than three ev eni ng

fa cul ty member s do not give

p.

(1981-84,

dur ing

fr e q u e n c y with wh ic h e v eni ng

the

(1972-73,

on Th u r s d a y s

sc he dul ed

class es per semester

facul ty

administration assigning
p.m.

two e v e n i n g

whe n

the

restr iction on a d m i n i s t r a t i v e aut ho r i t y .

A third change reduc es

This

to control

they t e a c h .
A seco nd change restricts the

which

is a minor

p.

p.

15).

that

a final exam,

th ey must be

that the ex a m

is sc he dul ed

This

faculty m e m b e r 's r i g h t s .

is a minor

re du ct io n

566
T hre e
course.

c ha ng e s
One change

fa cul ty

pp.

to a l l o w

21). This

course,

(1981-84,

these

p.

8).

levels,

If e n r o l l m e n t

that

cla sse s

course s can no t

(1972-73,

in the

cause

rights of

level co u r se s

is

the add it ion

nine stu den ts
for a 400
is

level course

wi t h enr ol lm en ts
be c a n c e l l e d .

that a

levels,

Implied

at or

is

above

This ch a n g e

is a

the a d m i n i s t r a t i o n .

major

re a s o n

this r e s t r i c t i o n was to assure
n e c e s s a r y for c e r t a i n

for a 100

b el ow these

aut ho r ity of

explain

informants

ad d i t i o n of

of

five s t u d e n t s

restr iction on the

Fa c u l t y

sufficient

ca nc e ll e d by the a d m i n i s t r a t i o n .

converse,

minor

wh ich a

s u f f ic ie nt

is a minor increase

a

The or iginal

to cancel a class

re g a r di ng ca nc e l l a t i o n

down to

co ur se s m a y be
the

a class.

noise is also

m i n i m u m class size s t a nd ard s

level

under

or

fa cu lt y m e m b e r s .

A sec ond change
of

class

t e mp e r a t u r e ex tr em es are

Now ex ce ss iv e

p.

in dividual

that

of a

c on di ti on s

to ca n ce l

a f a cu lt y mem be r

26-27).

(1981-84,

cancellation

expan ds the

mem ber m a y de ci d e

co ntr act pr ovi d es
cause

involve

programs

that

for

the

the upper

would

be taught

and the pr og ra ms rem ain v i a b l e .
A third cha ng e
a fa cul ty member

in this ar e a

who

ass igned other duties

is the added provis ion that

is u n d e r l o a d e d
to make

up a

for a n y r e a s o n shall

be

full

p.

load

(1981-84,

8).

In for ma n ts ex pl ai n that the purpos e of this a d d i t i o n

to

clari fy

the

a dd it i o n al work

a d m i n i s t r a t i o n 's
to fa cu lt y

author ity

me mb er s u n de rl oa de d

to

is

ass ign

becaus e

of

567
c a n c e l l a t i o n of a co u r s e or becaus e their total credit
assignments
the

falls s l i g h t l y short of the

latter case

additional
total

cou rs e

load to

report

a f ac u l ty

that

over
in

bring

24 h o u r s .

such

2 4 hour m a x i m u m .

membe r m a y

w hi ch would

cases

refuse to
the

In

teach an

faculty

Administration

the

hour

me mb er 's
informants

a d m i n i s t r a t ion

has

the

a u t h o r i t y to a s s i g n a d m i n i s t r a t i v e dut ie s to the un de rlo ade d
fa c u l t y

member,

advisability

such

as

s t u d y i n g and

of r e s t r u c t u r i n g

cou r s e c o n t e n t .

Failu re

c e r t a i n course

to a c c e p t such

lead

to d i s c i p l i n e .

Faculty

work

m i g h t be ass igned at the

a n t i c i p a t e d or act ua l

addition

of this

the
or

a s s i g n m e n t s might

departmental

Instances

on

of ferings

informants report

do so has c r e a t e d some c o n c e r n
the

repo rt in g

that such

level,

but that

of failure of d e p a r t m e n t s

to

a m o n g some deans and

to

minor e n h a n c e m e n t

led

of a d m i n i s t r a t i v e

authority.
Two ch a n g e s have been made
school

teaching.

and a winter

S a g in aw 's

se me st er

sp ri n g and s u m m e r .

in the p ro vi si on s

a c a d e m i c year

and two

includes

year

one-fifth

F a c u l t y m e mb er s who

of their s a l a r y

appointment

a d m i n i s t r a t ion

(1981-84,

informants

session teaching

are

faculty

de p e nd

members

upon.

for

p.

report

important

a fall

shorter se ssions dur ing
teach a full

(six h o u r s ) dur ing e ither the spr in g or summer
receive

for summer

the
load

s e ssi on will

the regular a c a d e m i c
15).

Faculty

that spr ing
sourc es

of

and
income

Ad m i n is tr at iv e

and
summer
wh ic h

informants

568
report
offer

that thus
summer

or

m em ber s who want
One of the
a dd i t i o n

far the a d m i n i s t r a t i o n
spri ng s es sio n

to

all

ch ang es

in rega rd to

re qu ir em ent

that

if

the

e q u a l l y low e n r o l l m e n t must

p.

f a cu lt y

summer schoo l

14;

p.

1981-84,

is

the

administration

course due to below m i n i m u m enrollme nt,

cour se s with
(1972-73,

e m pl o y m e n t

able to

it.

of the

cancel s a

has been

all

other

al s o be c a n c e l l e d

20).

This

is

a

minor

restr iction on a d m i n i s t r a t i v e aut ho r i t y .
A sec on d

change with rega rd

tea chi ng

involves

al l o w i n g

di sp la ce

a pa rt -ti me

en ro ll me n t
when one

teach the
or the

the

r e m a i n i ng course

the

the earli er

summer

if a

to provide

another cl as s

to teach

the

to low

provision,

or s p r i n g

session
on a

similar

displacement

of the part -t im e

d i s c r e t i o n of

options

the

(1981-84,

individual r i g h t s .

to

su bs ti t u t e were availa bl e,
to

fu ll-time

(1972-72,

provision,

to

full- tim e

f a cu lt y member could be paid

a d m i n i s t r a t i o n could cho os e

a d m i n i s t r a t ion

when

me mb e r s

for the re ma ini ng cou rs e or co uld d e c l i n e

f a cu lt y member

the

Under

facult y m e m b e r 's

courses was cancelled,
pro rata basis

member

fa cul ty

s e ss io n

class has been ca n c e l l e d due

p. 14).

(1981-84,
of a

full-time

facult y

faculty member's summer

to sp ri ng / s u m m e r

d i s p l a c e a pa r t- ti me
f ac ul ty me m b e r

p. 20).

re ma i n

In the

except

facul ty mem be r

is

c ur ren t

that

faculty

m e m b e r , not

p.

This

a minor g a i n

is

the

now done at

full-time
14).

with

the
in

569
T hr ee ch a n g e s deal with n o n - t e a c h i n g a s pe ct s
members'

work.

res ea r c h
change

gra nts w ri tt e n
from

c ur ren t

11in

1981-84,

administration
by

fa cu l t y

coordination”

provis ion

co o r d i n a t i o n and
22;

First,

that

is

faculty

authority

made clear

wi t h the

fa c u l t y

of

C ol le ge

m e mb er s

do

over
in the

to

the

so

"in

in a g r e e m e n t wi t h the C o l l e g e ” (1972-73,

p.

16).

This

is

a

minor

p.

increase

in

a d m i n i s t r a t i v e au th o r i t y .
A sec ond
pr o v i s i on

ch an ge also

a

Added

that when the C o l l e g e s e cu re s a grant,

member d e s i g n a t e d
refusal

in volves g r a n t s .

in the a p p l i c a t i o n

for work under

minor r e s t r i c t i o n

the g ra nt
in the

any

is the
faculty

has the right of

(1981-84,

p.

16).

first

This

is

a d m i n i s t r a t i o n ’s author ity

to

as si g n w o r k .
A third

change

in n o n - t e a c h i n g duti es

of a p r o vi sio n a l l o w i n g the P r e s i d e n t
fu nction a
(1981-84,

year w h i c h
p.

13).

v o l u n t a r y under
p.

20).

the

the terms

With the new

of

must

becaus e

Pres ident

in

a dm in i s t r a t o r s
th re e- da y

fa cul ty

ea rli er y e a r s •

surpr ised
by

" e v e n t ."

r e q u i r e d to

Colle ge

att end

functions

was

(1972-73,

provis ion the Pres ident was ex pe c t ed

gr ad ua t i o n as the event

been poor

one College

of the or iginal c o n t r a c t

to d e s i gn at e
att en d

to select

f a c u l t y are

Attendance

is the ad d i t i o n

both

which

f a c u l t y m em ber s

a t t e n d a n c e at

g r a d u a t i o n had

Informa nts
fa cu lt y

requiring attendance
The

Ass oc ia t ion

report that

me mbe rs
at
did

and

the
other

orientation,
not gr ieve

a

the

570
action.

Informants

believe that,

will be

u n d e r s t o o d to refer

in

the

to one

future,

an

d a y o c ca si ons

event

such

as

leaves

of

graduation.

Leaves
Of

the six

absence,
of

the

are two

met ho d by

the

wh ich the
Under

P r o f e ss io na l

One

of these

ap p l i c a t i o n s

the

Committee,

gr ant ed sa b ba ti ca ls

P r o f e ss io na l P r a c t i ce s Co m mi tt ee
c om mit tee with a fa cul ty

according

to

to

the

" se ni or it y and

procedures,

(1972-73,

provid e

qua 1 ity of

co mb in in g the rating s
score
ranked

The
for

contract,
also

for each
(19 81-84,

a

pp.

a p p li ca n t
p.

formula

servic e and
of

50).

chang es

the

al t er s

the

are rank

faculty,

r e c o m m e n d ed

t h ro ug h
and the

29).

"College

The

will give

sa bb a t i c a l
and

"re ciprocal

will

leave,"
co ns id er

ad v a n t a g e

71-72).

which have been d e v e l o p e d

negotiations,

in the grant ing

is a f a c u l t y / a d m i n i s t r a t i o n

a p p l i c a ti on s

or iginal

important

leaves w hi ch

(1972-73 p.

majority.

ser vice" and

C o l l e g e ..."

service,

The most

for s a b b a t i c a l s

or iginal contract,

Pr ac ti ces

due c o n s i d e r a t i o n

for

r e g a r d i n g sa bb a t i c a l

leaves.

administration

the

leaves.

auth or ity of the a d m i n i s t r a t i o n

sa bb a t ic al

ordered.

in p r o v i s i o n s

involve sa bb a t i c a l

the c ha ng es

reduce
of

four

chang es made

The

cu rre nt

throug h a few con tr ac t

for w e i g h t i n g
q u a l i t y of

years

the a p p l i c a t i o n s m ay

The we ig ht s

of

pr op os al s and

these three c ri te ri a to produc e
by which

to

at t a c h e d

to each

a
be
of

571
the three
witho ut

cr it er i a ch an g e w i t h
a sa bba t ic al

so that

years

factor

in the

inc re as in gl y im portant
for

the a p p l i c a t i o n as years

g ra nte d a s a b b a t i c a l .
syst em are
be

wi t h

the

specific

applications

reduct ion

to

in

once

be e x e r c i s e d

P ra cti ces

Committee,

wh ich

me mb er s h i p

(1981-84,

contracts.
dropped,
served

different

or

from the

that this

was

clause been

fo rmulas

provision
more

retain ed

years

be an

with

The
or

lati tude
rejecting

Practices

in this major
Ad m i n i s t r a t i v e

wit hi n the

had

P r o f e ss io na l

administrative

contract

been used

in

that

faculty

w i th ou t

was

in earli er

which was a t t e m p t e d
membe rs

but then
who

had

a s a b b at ic al

"must

(1976-78,

110) .

leave"

the

p.

f a cul ty

u nw or ka bl e c l a u s e .

in s u b s e q u e n t

large porti on of the a v a i l a b l e
be given to persons

50).

Professional

a d m i n i s t r a t i o n and

found to

shal1

the hi ghe st

in the c u rr en t

must take s a bb at i c a l

Informants

be ing

22).

One requirement,

for 14

p.

is on e- th ir d

formula g i v e n

was the

receive and

p.

of hav in g

authori ty.

ma y still

established,

an

co mp ut ed

" s ab ba ti ca ls

is e l im i n a t e d

administrative

the

become

the m e m b e r

ac c e p t i n g

the

author ity

Before

which

(1981-84,

re co m m e n d e d th e m

in

se rvi ce

final score

the a p p l i c a t i o n s

administration

Co mm itt ee has

of se rvi ce

The sco re s pr od u c e d by this w e i g h t i n g

be ing gi ve n p r i o r i t y

allowe d

of

years

pass witho ut

the basis a c c o r d i n g

granted",

scores

increas ing

contracts,

sabbaticals

report
Had the

eventually a

would have

had to

14 or more years of s e r v i c e .

Two

572
objections

were

applications

raised

f o r wa rd ed

to

this.

First,

some

were of poor q u a l i t y

of

the

from a facul ty

and a d m i n i s t r a t i o n vi e w po in t and some of these m a y even have
been made

in j e s t .

Second,

with

14 or more years

For

these reasons,

not all of the

f a c u l t y m em ber s

of s e r v i c e wanted to take s a b b a t i c a l s .
the

cla us e

m a n d a t i n g sa bb a t i c a l s

was

dropped.
An ot he r

idea

ex t r e m e weight
The three

w h i c h was

to years

criteria,

tried and re je ct ed

of s e r v i c e since

len gth of service,

was giv in g

last s a b b a t i c a l .

q u a l i t y of service,

and q u a l i t y of pr op os al are ea c h g iv en a weight of one- th ir d
for an a p p l i c a n t

w i t h six years of

p.

contract

(1981-84,

me m b e r s

wi t h greater servi ce

when a wei gh t

of on e- h a l f

and p r o p o r t i o n a t e l y
84,

p.

50).

weighted

wi t h nine
attached

as

servi ce
above,

nine years

is a l l o w e d

for years

other

ear 1 ier contract,

each for

curre nt

the

But

for

of service
of

service

two cr it e r i a

facul ty me mb er s

in the c u r r e n t c o n t r a c t .

to years

(1981-

cr iter ia were
with six years
for a p p l i c a n t s

s e r v i c e , the we ight of

one was

of s e r v i c e and no we ight to ei th e r q u a l i t y

q u a l i t y of pr op o s a l

for re du c i n g
in

up to

for the

in the

we ights are "shifted

These

or more y ea rs of

of s e rv ic e or
reas on

less

In an

on e - t h i r d

of service,

50) .

servi ce

(1976-78,

p.

this e x t r e m e wei gh t at t a c h e d

the more

the r e a l i z a t i o n

recent

c o n tr ac ts

that the q u a l i t y

co n c e r n to f a c u l t y m e m b e r s .

was,

as

109) .

The

to years of
dis cu ss ed

of proposal

is

of

Me m b e r s with h i g h l y m e r i t o r i o u s

573
pr op osa ls
while

mig ht be

me mbe rs

s a b ba ti ca ls

c o m p e l l e d to

with

under

m a r g in al

wait

for

pr op os al s

a s y s t e m of

a year
co uld

high w e i g h t i n g

or more

be

gr ant ed

of y ea rs

of

service.
A seco nd change wh ich re du c e s
in the g r a n t i n g
lower

of s a b b a t i c a l s

The

the Pr o f e s s i o n a l Pra ct ic es
fa cul ty would

there

is

minor

r e d u ct io n

be

a financial

These

w hi ch shall

is s ilent on

this.

The

that the a d m i n i s t r a t i o n must grant

7 5% of the sabbatical

at least

of upper and

of s a b ba ti ca ls

or iginal c o n t r a c t

curren t c o nt ra ct p ro vi de s

the

is the a d d i t i on

limits g o v e r n i n g the number

be g r a n t e d .

administrative authority

a p pl ic at ions re co m m e n d e d by

Co m m i t t e e

unless more than 18% of

on s a b b a t i c a l s
exigency

that year

(1981-84,

p.

or unless

50).

This

is

in a d m i n i s t r a t i v e aut ho r i t y .

two ch ang es

in s a b b a t i c a l

p r o c e d u r e s — the

formula

for w e i g ht in g and rank ing a p p l i c a t ions and the speci f ication
of the

range

of

a p p r o v e d — have
discretion
informants

in

number

of

togethe r
the

applications
muc h

gr a n t i n g

report

reduced

of

conf idence

wh ich

must

administrative

sabbaticals.
in

the

new

Faculty
procedures.

Ap pli ca nt s v/ho are r e je ct ed are u n l i k e l y to grieve
new provis ions becaus e the ir
chance

in the s ub se qu en t year

of se rvi ce
The
procedu res

will

a p p l i c a t i o n will

third
alter

and
the

fourth
r ights

of servic e

ch an g e s
of

the

in

under

the

have a better

w h e n the w e i g h t i n g

increase as the years

be

for

years

increase.

s ab bat ic al
individual

leave
faculty

574
member,

In one,

now have

both

in the

50).

individ ual
The

(1972-73,

co ntr act s,

practical,
p.

co n t r a c t

the

rather

p.

71;

individ ual

judge men t

This

taking s a b b at ic al

leaves

a r r a n g e m e n t s of length of time off

of pa y to se l ec t among,

the ori gi na l

84,

fa cu lt y me mb e r s

four a l t e r n a t i v e

and a m o u n t

Under

the

than the two as

1981-84,

pp.

in

50-51).

ex er cis e choic e

"where

of the a d m i n i s t r a t i o n ..."

(1981-

is a minor

increase

in

the rights

of the

fa cu lt y m e m b e r s .

final

c h an ge

under sa bb at i c a l

ad d i t i o n of the r e q u i r e m e n t

that the

provis ions

is

facult y me mbe rs

the

taking

sabb at icals must s ign p r o m i s s o r y notes agree ing to r e p a y the
funds r e ce iv ed

from Sa gi n a w whi le

they not ret ur n

to work

for

f ol low ing the s a b b a t i c a l
reduct ion
Faculty
cause

in

the

r ights

for this c l a u s e .

secure a

fa ili ng to

of

The other
p ro ce du re s

A fa cu lt y

for

leave

facult y

members.

report that there

member e m b a r r a s s e d

while trying

is

both

a t t e m p t i n g to
to reta in the
pu rs ue d a

in

leave p r o vi si on

involve

leave days and r e s p o n s i b i l i t y
fa cu l t y member s are s i c k .

days

r e l i gi ou s

is a minor

has moved out of s t a t e .

two ch an ge s made

for taki ng per sonal

me mbe rs to take

This

one year

The a d m i n i s t r a t i o n

fa cu lt y memb er

per son al

51).

leave should

least

retu rn and a p p a r e n t l y

for loc ati ng s u b s t i t u t e s wh en
Five

p.

in for man ts

Sa gi n a w Valley.

but the

for at

ind ividual

new po s i t i o n e l s e wh er e

p os it io n at
lawsuit,

Sa gi na w

(1981-84,

and a d m i n i s t r a t i o n

parti es by

on sab ba ti ca l

are

pro vided

holidays,

for

per sonal

faculty
business,

575
and

so forth.

notice

The ea rli er

or a d m i n i s t r a t i v e

c o n t r a c t s did not r eq uir e prior

permission,

the c o ur se s m i ss e d be r e s c h e d u l e d
(1972-73,

p.

pr ov i s i o n s

over

hour not ice

71) .
the

last

is req ui re d

for e m e rg enc ie s;
is taken

Ch a n g e s

for

but did

that

or cover ed by s om eo ne else
have

been

made

three c o n t r a c t s .

for a n y personal

and prior a p p r ov al

is

minor r e s t r i c t i o n

in

these

Currently,

leave

taken,

(1981-84,

in individual

24-

except

req uired whe n

two or more c o n s e c u t i v e days

These c ha nge s are a

requi re

leave

p.

49).

fa cul ty

m e m b e r s ’ rights.
re la te d c h a n g e w hi ch does

A

increase

benefits,

r e s c h e d u l e d or
me mb er s

me mb er s

will

taken

might,

take

provis ion that
a qualified

pe rs o n a l

p.

in practice,
sick

49).

11

p r ovi de

leave

leave,

the

absent

the per sonal days

or sick

is c o n c e i v a b l e

that

u n li mi ted pe rsonal

long

as

administration

classe s

are

repo rt

this p o s s i b i 1 ity has not been realized.

are g e n e r a l l y

and

r e s p o n s i b l e with

the

this

leave and

from

me mb er s

are

mem be r when

Informa nt s
that

the

so

but does

if cl as se s

f a cul ty

or sick

not be de bi t e d wi t h

(1981-84,

uni im it ed

the

co v e r e d by

facult y

days

is

not alter rights,

covered.

Association

regard to

Faculty
me e t i n g

their cl as s e s and u s u a l l y do not make e x c es si ve

use of these

types

rule

of

leave.

combination
su bs ti tu t e

of
pay,

An e x c e p t i o n
the

at

m em ber s s u b s t i t u t i n g

ab ove
the rate

to this general

p r o vi si on
of

with

that pr ov idi ng

part- tim e pay,

for a b s e n t c o l l e a g ue s

is the

for

(1981-84,

fa cul ty
p.

52).

576
Informants

from

indicated

some

concern

facult y m e m b e r s
income

by

over

the

use

the facult y

possibility

to

of

and

that

some

increase a co l l e a g u e' s

the

pe rsonal

leaves

and

pay p r o v i s i o n s .
responsibility

facult y memb er
rests

administration

mi gh t be tempt ed

excessive

substitute
The

both the

with

is

the

approp r iate

for

ill and

lo ca ti ng s u b s ti tu te s

misses

" d e p ar tm en t

D e a n . . ."

two

in

(1981-84,

49).

co nt ra ct was sil en t on this m a t t e r .
author ity for

the d e p a r t m e n t a l

or more c l as se s

consultation
p.

when

This

faculty.

now

wi t h

the

Previously
is a minor

the

gain

Informants

a

in

on the

fa cu lt y rep or t that this m a y be ha n d l ed v a r i o u s l y wit hi n the
different d e p a r t m e n t s .

In some d e pa rt me nt s,

responsibility

of the d e p a r t m e n t

the d e p a r t m e n t

and al s o

(1981-84,

p.

head,

a me m b e r

of

who

this m a y be the
is

a member

the ba rg a i n i n g

of

unit

1).

De p a r t m e n t a l R e s o u r c e s
Five minor ch a n g e s
departmental

f a cu lt y or

increase

the r e s p o n s i b i l i t y of

individual

pr o f e s s i o n a l d e v e l o p m e n t

funds,

facul ty
the

member

d e p a r t m en ta l

the

r e g ar di ng
budget,

s e c r e t a r i a l a s s i s t a n c e and t e a c h i n g a s s i s t a n t s .
Two

of

professional
provide

these

c h an ge s

development

that m e m b e r s

atte nd c o n f e r e n c e s .

will

involve

funds.
r e ce iv e

Any money

All
funds

the
of

allocation
the

to enable

re m a i n i n g m a y

of

con tr ac ts
them

be put

to

to
a

577
greate r

variety

of

uses than p r e v i o u s l y

in cluding pur ch as e of books,
by the memb er

or r e a l l o c a t i o n by the d e p a r t m e n t

9-10).

This

m e m b e r 's

rights.
addition

al l o c a t e d
a lump

is

aminor

to

sum

is

allocation

be

department"

(1981-84,

departments

for

developed

by

mem be r

pp.

p.

9-19).

of

of

the

departmental
increased

This

in

prepar e

their

agreement

with the d e a n

The

number

facult y m e mb ers

"The

funds

meth od

members

of

to

the

of
the

amount al l o c a t e d

ac c o r d i n g

is

a minor

under

to

methods

is 50% of

the

increase

in the

of
unit

the original contract,
for

that

(1972-73,

the

secretaries

is speci f ied

is

a
The

this

matter

has

department

m em ber s

now

conjunction

and

to

for

in

p.

in
39) .

avai la ble

in each

p.

who

in

53).

budget

(1981-84,

Ac ad emi c Affairs

the department,

author ity

d e p a r t m e n t 's

of

faculty

faculty.

bargaining

somewhat

pp.

individual membe rs of the d e p a r t m e n t

the chair

f a c ul ty 's

1981-84,

de ve l o p m e n t

the

The

the Vice P r e s i d e n t

c o n s u l t a t i o n wi t h

for another

individual

the de pa rt m e n t

d e p a r t m e n t 's budget,

was p r e p a r e d by

member

by

10).

a u t h o r i t y of the d e p a r t m e n t
The

the

etc.

under the c ur ren t con tra ct

d e ci de d

the me m b e r s
to the

13;

each d e p a r t m e n t .

distribution

amount allocated
(1981-84,

in

p.

the p r o f e s s i o n a l

given to

shall

(1972-73,

ga i n

to each f a c u l t y

now

p r o f e s s i o n al s o c i e t y dues,

m e m b e r ' s c o n f e r en ce ex pe ns es

In

allowed,

co nt ra ct

do work
(1972-73,

p.

578
27).
the

A pr o v i s i o n a dde d since
f a c ul ty to select a

pr ioritize
pro ble ms
addition

original c o n t r a c t all ow s

f a c u l t y member(s)

sec ret ar i e s ’
to

the

w o rk lo ads

the a d m i n i s t r a t i o n

to c o or di n a t e and

and

communicate

(1981-84,

increases the author ity to

the

p.

any

21).

This

facul ty to a

minor

extent.
Informa nt s
me mb er s
am ou nt
add ed
the

on the

b el ie ve that
of

full -ti me

al l o c a t e d
s u p p l em e n te d
s ec re ta r ies,
21).

time a l l o c a t e d

by

ab out

a

informants
because

regarding

sec re ta r i e s .

In some cases work

clause,

po li cie s

provide

large class es
who

allocated

(1972-73,

basis of

by the
the

to

(1981-84,

the
p.

the co nt ra ct
among

assigning

the
to

left by fa cul ty me mb er s

for

priority.

pr ov i d es

te ac hi ng a s s i s t a n t s

are w o r k - s t u d y

a s si s t a n c e

With the added

have been s o l v e d .

The or iginal co nt r a c t
will

are

work

use mi gh t be given low

such proble ms

there

For

se cr e t a r ies

var iations
for

The

this p r o b l e m .

report that
of

inadequate

members,

of

facult y

faculty.

and winter terms

departments

classroom

is an

full-t ime

week

both during fall

or iginated

120

on e- hal f

80 hou rs

Administrative

provis ion

of

and

that some

to the

not d i r e c t l y att ac k

fa c u lt y

se ven

report

basic p r ob le m

the

s e c r e ta ri a l

p r o v i s i on does

f a cu lt y

p.

to

17).

or similar

faculty m e m b e r s
The

hour

who have

te ac hi ng assistants,

stude nt em ployees,

a d m i n i s t r a t i o n to

stude nt cr e d i t

that the a d m i n i s t r a t i o n

the d e p a r t m e n t
pr od uc ti on and

are now
on the
by

the

579
department to faculty
84,

p.

12).

re source

members within the department (1981-

Al l o w i n g

is

a

minor

the d e p a r t m e n t
increase

in

to d i s t r i b u t e

d e p a r t m e n t al

this

faculty

author i t y .

Ou tsi de

Em pl o y m e n t

The ea rl ie r
secure

the

prior

e mp lo ym e nt

f a c ul t y

to acce pt
than

for

one

more

less

c on t i n u e

to

be

any

per week and

pp. 11-12).

is

a

outside

prior ap pr ova l

minor

is

pr ior

The change

whether

or not

is for

less

increase in the

some

problems

with

F a c u l t y and a d m i n i s t r a t i o n are not
on this

issue.

cases,

fu ll-time e mp lo y m e n t
te a c h i n g

that the

in which

elsewhere

p er fo r m a n ce s

the two

inadequate

of

outs ide

necessarily

from both point

facult y member s

in

addition

to

hold
their

with S a g i n a w .

such

into question.

was ef fe cti ve

to choo se b e t w e e n

Informants

responsibilities

been cal led

peer pre ssu re

of

for

to t h e m se lv es deci de

This

to two or three ex tre me

a bs en ce

Currently,

than one d a y

week.

on opp osi te sides

s om eti mes

dean

fa cu lt y member

f a c u l t y m e m b e r 's r i g h t s .

employment.

report

the

(1981-84,

me mb er s

per

There

full-ti me

that a

o uts id e e mp lo y m e n t w h e n the e mp lo ym en t

individual

down

of

p. 15).

(1972-73,

notification

r eq ui re d

c o n se n t

for working

re quired

al lo ws

co nt rac ts

faculty

Both

membe rs

In one case,

has

faculty

in e n c o u r a g i ng a facult y member
fu ll-time o b l i g a t i o n s .

performance,

however,

both

In

the

parties

580
appea r

to

feel c o n s t r a i n e d

informal or

at

the

formal pre ss ur e to bear,

pr os p e c t
however

of

b r i n g i ng

l eg it im at e

such

pre s s u r e m a y be.

Educational

Po li ci es

T hr ee c h a n g e s have been made
advisory
co nf er "

co mm i t t ee s

and one

the a d d i t i o n

creation

of

one

c o ll eg e

d i s s o l v i n g of

a n ot he r shift ed

somewhat.

I ns ti tut io na l

The

the

described

in

the

future

signi fi can tl y

institut ion al
Administration
Co mm itt ee

was

years prior

of

"meet an d

to

c om po se d

(1972-73,

the

fa c u l ty

p.

in s t i t u t i o n

internal

informants

significance.

of

the

31) .

and
which

ex te r n al

p.

concur

For

the d i s s o l v i n g of the

authority

and

(1972-73,

31).

that

this

a p p r o x i m a t e l y two

Co mm it te e

Loss of the C om mi tte e would appear

col le gi al

role

a d m i n i s t r a t i o n on "all m a t t e r s

f a cu lt y

the

was b r o a d l y d e f i n e d as

of

r el at i on shi p"

not of

and

f a c u l t y 's a d v i s o r y

Committee

affect

and

co m m i t t e e

contract

development

a d v i s i n g the Board and

met.

involve

fa cul ty m e mbe rs and students,

the original

The r e s p o n s i b i l i t y of this

may

of a

D e v e l o p m e n t Commit te e,

of two each of a dm in is tr at or s,

aiding

Tw o

provis i o n .

The

was

in this area.

to be

facul ty

in

it had

not

a mi no r

loss

long

range

planning.
The
Committee,

new

Committee,

was cr ea te d

the
before

A ca de mi c
it

was

P o li ci es

introduced

Review
into the

581
contract.
five are

This C o m m i t t e e c o n s i s t s

of

11

members,

of which

f ac ul ty m em b e r s a p p o i n t e d by the Asso ci ati on ,

are a d m i n i s t r a t i v e a p p o i n t e e s and three are s t u d e n t s
84,

p.

24).

Recommendations

pol ic ie s or p r o c e d u re s
aid,

change s

for ad m is si on s,

decision

basic

the

p.

area,

to

is

m aj or

gain

not

in p r a c t i c e .

Inform ant s

Faculty

at

Saginaw.

r ei n s t i t u t i o n of the Senate

have a

(1981-84,

d e c i si on s ch ang es

f ac ul ty
Aca dem ic

and

facul ty
of

its

The C o m mi tt e e

was

initiated

repo rt

is o c c a s i o n a l l y suggested,

that
but

follow u p .

Faculty

the

coll eg ia l

The F a c u l t y Senate at Sa gin aw was di s s o lv ed

by

decision

in

f o r m a l l y d e l e g a t e d to a n y other

ba rg a i n i n g

w it ho ut

in

is e f f e c t i v e but the scope

witho ut c o n t r o v e r s y wh en c o l l e c t i v e
the

for r e vi ew and

r e co m m e n d a t i o n s

administrative

is 1 imited

does c o n s id e r qu es ti o ns
body.

in m a ki n g
a

both

the Com mi tt ee

co ll egi al a u t h o r i t y

co ll eg i al

f a cul ty for

faculty.

According
informants,

a c ad em i c

The a d d i t i o n of this Committee,

f a cu lt y sh ar e

academic

aut ho r ity of the

24).

(1981-

d i s m i s s a l , financial

then to the a d m i n i s t r a t ion

(1981-84,

throu gh which

to

of

e t c ., are p r e s e n t e d by the C o m m i t t e e to the

rat i f ication and

a

ab out

three

r e l a t i v e l y st ro n g
pp.

23-24 ) .

Proposals

are r e v i ew ed by deans

Curr iculum Committee,

which

members,

and the

Affairs,

role

one
who

stude nt

in

curriculum

for curr iculum

and then

is

composed

forwarded
of

Vice P r e s i d e n t

is the vo ti n g chair

four
for

of the C o m m i t t e e .

582
Three

of

the

facul ty

A s s o c i a t i o n and one
Ac ad em ic A f f a i r s .
Curriculum

m e mbe rs

are

a p p o i nt ed

is ap p o i n t e d by the
Ma tt er s

C o m m i t t ee

r e c om me nd ed

"are

pro po sa ls are su bm itt ed to

r e s o l ut io ns "

or reject s

(1981-84,

major changes,

such

with

the

Board

decisio ns,
gr ie ve d

such

or

c o n t i n u a t i o n of

senate

rests

Co nt r a c t u a l
change
which

(1981-84,

of pr og r a m

p.

24).

bargaining,

but are

made

the

for shared

of the

will

of

authority

in the

the

in

ag r e e m e n t

the parties

bylaws.

of

the con tract of

such

faculty
Board.

violation
c u s t o m and

the sen at e *s role

enf or ce ab le
a brief re fe ren ce

to the s e n a t e 's

a

in curr iculum

event of

institutions,

contractually

i n co rp or at io n

often

colle gia l structures,

and

where

are not u s u a l l y

Us u a l l y the a u t h o r i t y

At some

m a y be

Str on g a d v i s o r y roles

such as at Saginaw,

cu st o m

Lesser

require me nts ,

is not a v a i la bl e when a u t h o r i t y rests upon

been

in

wh ic h t e r m in at es

pro vid es e n f o r c e a b i l i t y

the B o a r d 's w i l l .
has

A d m i n is tr at iv e d e c i s i o n

p r e - c o n t ra ct ua l

pr ov is io n

i n d 1vidual

in-house procedure,

co ll ec t iv e

upon

the a d m i n i s t r a t i o n

d e l e t i o n can be

Contr ol

fa cul ty s e n a t e s .

for

or

as chan ges

th rou gh

by the

r a t i f i c a t i o n by the

as p r og ra m add it io n

fa cul ty have veto power,

as

24).

to bi n d in g a r b i t r a t i o n .

cr ea te d

After

for

fa cu l t y

"as a whole each of the

p.

g ri eve d only th rou gh an

a pp ro va l

the

faculty,

which ra tif ies

23).

to

(1981-84,

the

Vice P r e s i d e n t
for

ra t i f i c a t i o n "
the

p.

sent

by

throug h
to the

c o n s t i t u t i o n and

583
Informants

point

exte ns ive a u t h o r i t y
limited by

out

in

that

despite

a c a d e m i c m a tt er s

the

their co ntr ol

the a d m i n i s t r a t i o n ' s a u t h o r i t y

and h i r i n g .

A d di ng new positi on s,

f a c u l t y ’s

over

the

h i ri ng p a r t - ti me

budget
faculty,

s h if ti ng po si tio ns be tw ee n d e p a r t m e n t s and p r o v i d i n g
time

for d e v e l o p m e n t

of

co n t r a c t m a y occur due

insufficient enro llm ent ,

upon

a c ad em ic

institutions.

informants

1983
to

in res ponse

to the
to

authority

for the

Saginaw,

Co lle ge

from

decisions

out
as

Agreement,

well

as

faculty.

p.

2).

This

found

in M a r c h of
In a d d i t i o n

included

was

and co n s u l t with

to m a k i n g a n y cu t s wh ic h would

(1983,

and
other

is also

made

both part i e s ,
adv is e

impinge

by fa c u l t y

this c o n n e c t i o n

to "meet,

m a y also

37).

a p p r o p r i a t i o n hold b a c k s .

the A s s o c i a t i o n prior
aca de m i c pr og ram s"

p o in t e d

1981-84

eco no mi c conces s ions

ag re em en t of the

p.

(1981-84,

at

R e c o g n i t i o n of

in the Am e n d m e nt

to fi nancial exigency ,

that n o n - a c a d e m i c

p ro gr am s were

administration

L a y o f f s ; which

or p r o g r a m d i s c o n ti nu an ce ;

r es tr uct ure ac a d e m i c prior ities
These va rio us ways

facult y

p r o g ra ms are all s t a f f i n g d e c i s i o n s

which m ay d i r e c t l y a f fe ct a c a d e m i c p r o g r a m s .
in S a g i n a w 's

is

is a minor

aff ec t
gain

in

584
Grievance
Three

changes,

one major

and

f ac ul ty rig ht s and a u t h o r i t y
part a r b i t r a t i o n
longer

r e qu ir ed

pr es en ce

Pr oc e d u r e s

befo re

formal

grievances

of

with bi nd i n g

60).

discussion

arbitration

terminating
p.

major

If di ss at i s f i e d ,

Pres ident

The

for

for

the

and the

of

g r i e v a n ce s and

of Contr ol

which

sel ect ed

the A s s o c i a t i o n and

(1972-73,

The

other

pp.

56-

to the Vice

non-arbitrable

the Colleg e Co nfe ren ce

was c o mp os ed

for A c a d e m i c A f f a i r s .

for

began with p r e s e n t a t i o n

Affairs.

be c ar ri ed next to

provided

one te r m i n a t i n g

the g r i e v a n t could grieve

Gr ievances,

individual

or iginal con tr ac t

some types

on Co n t r a c t

P r e s id en t

in

g r l e v a n t ' s dean

A c ad em ic

gr ie va n c e s c oul d

by

increase

Both routes

gr ievance to the

no

b i n d i n g r e s o l u t i o n to a wider

with the Board

62).

is

in the e a r l y steps

of resol ut ion of gr ievances,

(1972-73,

of the

informal

Third

is now m a n d a t o r y .

fa c u l t y m e m b e r s .

for two m e t h o d s

the other

is a

increased

procedures.

of an A s s o c i a t i o n r e p r e s e n t a t i v e

range of

have

filing of a gr ievance,

E x t e n s i o n of third p a r t y

types

minor,

in g r i e v a n c e

was extended,

of the gr ievance p ro ced ur e

rights

two

of

two persons

two ap po in te d by
A fifth,

the Vice

n o n - v o t i n g member

could be re q u e s t e d b y either p a r t y and had to be ag re e d upon
by b o t h .
member,

If

the C o m m i t t e e

c ou ld not

agree upon

a state m e d ia t or could serve as the

could not vote,
on the m a t t e r .

but who gave
If the

four

a written,

a fifth

fifth party,

who

n o n - b i n d i n g opinion

v o ti ng me mbe rs were

unable

to

585
r ea ch

a

majority

de cision,

w h i c h was

co m p o s i t i o n of the Commi tt ee ,
by

the gr ie va nt

to

the mat te r could

a t h r e e - m em be r

of C o nt ro l m e m b e r s .

final

In

recourse

to an

a dm in is tr at io n,
m e mb er s

of

The

the

the

then be taken

This

of and

panel gave

gr ievant

did

third part dec is i o n .

t hr o u g h

se l ec ti on

j u di ci ous

Conference

a uniform

on

p o s i t i o n on

a

not have

outs ide or ne utr al

the C o ll eg e

could pr ese nt
first to the

effect,

given

panel c o mp os ed

a p p o i n t e d by Board
decision.

li ke l y

of half

The

of the

C on tr ac t Grievance,
a gr ievance

from the

final step of the p r o c e s s .

C ol le ge C o n fe r e n c e

retained and

is now an

on C o nt ra ct Gr ievances

op ti on al

third step

has been

for grieva nc es

wh ic h are a r b i t ra b le as well as the third step for the other
types

of gr ievances,

Board

(1981-84,

m e mb er s

of

the

pp.

which

m a y ult imately be

42-43).

The

C o n fe r e n c e

contra ct

is s o m e w ha t

contract,

but the C o n fe r e n c e

are se le c t e d

different

from

t e r m in at io n

for

could

be ca rr ie d

cause

of

a

c o ll eg ial

curr iculum

work

fringe

changes,

be nef it s

(1972-73,

in

the

in

the original

that the
to

tenur ed

C o l l e g e 's o v e r r id i ng

load,
p.

the

current

number

f a c u l t y -s e l e c t e d m e m b e r s .

The or iginal c o n t r a c t p r o v i d e d
gr ie v a nc es

that

by w hi ch

still co nt a i n s an equal

of a d m i n i s t r a t i v e - s e l e c t e d and

of

pro ce du re

taken to the

fo llowing types

bi ndi ng

arbitration:

f a cu lt y member,

recommendations
ass ignments,
58).

Under

for
salary

the

the
minor
and

origina l

586
contract,
route

grievances

terminating

over other

ma tt e r were to

follow the

with the Board of Control.

A thi rd gr ievance route has b e e n added by w h i c h some
the types

of gr ievances which were

of

p r e v i o u s l y no n- ar bi tr ab le

m a y be heard by a third p a r t y w i t h a u t h o r i t y to make bindi ng
decisions

(1981-84,

g ri ev a n c e s

are

35-37) .

ultimately

Te nu re Co mm iss ion ,
recommended

pp.

w hic h

heard by

b y the A me r i c a n

me mbe rs

selected
the

is

by

in

the

(R.T.C.)

agreement

Arbitration

and

to those

two

of

members

member who

who v o t e s .
by

The

is com po se d

As soc iat ion ,

The

the Board

who m a y reques t an ar bi t r a t o r

Amerlean

route,

Arbitration Association.

Board of Co ntr ol and a fifth

s el ec te d

Ass oci at io n,

third

the Re a p p o i n t m e n t

c h a i r p e r s o n of the com mi tt ee and

mem be r

the

sel ec te d

by the

this

follows p r o c e d u r e s simil ar

R e a p p o i n t m e n t and Te n u r e C o m m i s s i o n
two

By

fifth

and

the

to be sel ect ed

Association.

The

fifth

is

by

party

p ro vi de s a s wi ng vo te w hi ch p re ve nt s a d e a d l o c k .
In for ma n ts
a rb i t r a t i on ,
the

other

arbitrators
that

the

Comm iss ion ,
the va ri ou s
wo uld

rep ort

that the

but that the
four

members,

m a y be
two
can

arbitrators
a

parties,

having

if

to

which

In formants also
rep re se nt at ives

have more t h or ou gh and
the case

is similar

share a u t h o r i t y

circumstance

unaccustomed.

facets of

be p o ss ib le

p r oc ed ure

with

to
with
some

report
on

the

frank d i s c u s s i o n of
the arb it ra to r

the two pa rti es were

than

pr es en t i n g their

587
cases

to

a

solitary

a r b i tr at or

as

pr ot ag on is ts

in

the

heard by

the

he ar i n g room.
The
R.T.C.
wh o m

types of

g ri e va nc es

are non -r en ew al

of pr e- t e n u r e d

the p r e d o m i n a n t l y
has r e co mm en de d

d i s ch ar ge

of a n y f a c ul t y

d en ial s

leave,

be

facult y

fa cu lt y co ll eg ia l

(P.P.C.)

and sa bb at i c a l

wh ic h m a y

renewal,
member.

the R.T.C.

Committee,

promotion

or

denial

of tenure,

Wi t h regard

Commi tte e,

w hi ch

then the R.T.C.

decision

back

to

the

If

for the g r a n t i n g of the

the Pr of es si on al

can

P.P.C.

to p r o m o t i o n

the P r o f e s s i o n a l

is p r e d o m i n a n t l y faculty,

denial,

and

m a y ov er tu rn a d m i n i s t r a t i v e

has r e c o m m e n d e d

sabbatical.

for

re vi e w c o m m it te e

if the co ll eg ia l rev ie w committee,

Pr ac tic es

members

has r e c om me nd ed

concur or
for

P r a c ti ce s

can

rema nd

the

its r e c o n s i d e r a t i o n

and

final d e c i s i o n .
Administrative
ve ry

few

informants report

arbitrations

in the

past

a r b i t r a t i o n since the es t a b l i s h m e n t
Te nu re
Since

Commission
1978,

R.T.C.

by

vict or ies

the

there have been

Two of these

f ac ul ty

other

in

involved

con tra ct

involved gr a n t i n g of

(pp.

no

41-43).

reg ard ed as victor ies
One of

upho ld ing

the

two

for

the

fa cul ty
the

tenure whi ch had been de n ie d

by

The

R.T.C.

den ial

The Pr o f e s s i o n a l

P.P.C.

by the

and

third

for the

the a d m i n i s t r a t i o n .
of p r o m o t i o n .

and

three hea rings c o n du ct ed

informants.

R.T.C.

several years

been

of the R e a p p o i n t m e n t and

1978-8 1

three are

fa cul ty

that there have

hear ing

Pract ices

involved
committee

588
re co mm en de d de ni al

wit h a m i n o r i t y of

to rec ommend g r a n t i n g
case,

bel iev ed

member

had

ret urn ed

The

voted

not

c o m m i t te e

that

his

referr ing

the

c ha ng e s have

mat ter

gr ievances

gr ievance

(1972-73,

the

in
p.

The

in the

order
Now

(1981-84,

the

dean

and

Aca de mi c Affai rs

the
or

a

appeal

pr e d o m i n a n t l y
posture

toward

faculty and

commi tte e m a y unite

in

made
to

in the

grie van ce

at tem pt to resolve
discussion

As so ci at ion
to proce ed

before

c o m mi tt ee
with

a

on

formal

"any e m p l o y e e ... m ay present

p.

40).

This

is

a minor

fa cul ty m e m b e r ’s r i g h t s .

is the pr o v i si on that the pr esence of

As so c i a t i o n r e p r e s e n t a t i v e s
of the

this

but m a y also proceed d i r e c t l y with

in dividual

final chan ge

second steps

of

out that

informal

the

56).

his co mp la in "

formal gr ievance

increase

to

so

the c o m m i t t e e .

been

an

and

final d e c i s i o n .

lenient

was re qu ire d

t hr o u g h

con tra ct

and d is cu ss

in its

of a co l l e gi al
from outsi de

of the facul ty

for re co ns id er at io n.

The case al s o points

A gr ievant

c o m p l a i nt

more

heard the

the P.P.C.

the a d di ti on

adopt a

to

face of ch a l l e n g e

procedure.

R.T.C.

n e c e s s a r i l y en co ura ge

ad mi ni s t r a t i v e m e m b e rs

minor

P.P.C.

u n a n i m o u s l y to d e n y

faculty m e m b e r s .

Two

c o n s i d e r e d by

to the

s u g g e st s

pro cedure will

the

The

that c er t a i n a c c o m p l i s h m e n t s

the q u e s t i o n

exampl e

facul ty

the p r o m o t i o n .

not been d u l y

The P.P.C.

the Comm itt ee voti ng

is

re qu ir ed at

gr ievance procedure,
meeting

wi t h the

his des ignee

the

Vice

(1981-84,

the

first

and

m e e t i n g with
President

pp.

40-41).

for
In

589
the

ea rl ier c on tr act s,

pr ese nt
This

onl y if r e q u e st e d by

c h an ge

is

A ss oci ati on .
under

a minor

is

the gr ie va nt

increase

the

Here,

all w e l l - i n f o r m e d
pro vi s io ns

as elsewhere,

on the

of

a u t h o r i t y of the

f ac ul ty
and

me mb e r

when

a

point

out that

ap pr o v al

of

present
tentat ive

the

with a

facult y me mb er s are

language

the c o n t r a c t

was

56).

gri eva nt to proceed'

A s s o c i a t i o n r e p r e s e n t a t i v e assur es

pre s e n t e d

the

or me a n i n g

of the

and s o m et im es

constitutes a gr i e v a n c e .

clear on what

informed

in

(1972-73, p.

A s s o c i a t i o n 's

n e c e s s a r y for the

formal gr i e v a n c e .

v ar iou s

re pr es e n t a t i v e

A s s o c i a t i o n r ep re se nt at iv es

both c o n t r a c t s

gri ev an ce

not

the A s s o c i a t io n

are not

The pr esence

that there will
when

a

of the
be some

gr ie va nc e

resolut ion

is

is

perhaps

reached.

T otal of C ha n g e s at Sa g i n aw V a l i e v State College
A total of
been

made

S.V.S.C.
these,

d u r i n g the

has

of

changes,

"two" and
ch ang es

that

is

for c ol lec ti ve

of major

f a cu lt y

rights have

f a cu lt y

Of these

"one",

the

the

fifty-five

The p ro po rt io n of

f ac u l t y gains at S . V . S . C . , 78%,

typical of

Of

Wh e n these are

are we ighted

gains.

at

bargaining.

importance.

fifty-five.

were

in power or

years that the

minor chang es

for ty- th ree

chang es w hi ch are
than

twelve

been o r g a n i z e d

six c han ges we r e

wei gh te d
total

forty- ni ne ch ang es

institutions studied

is greater
here

(68%).

590
S.V.S.C.

ranks

facul ty gains.

third a mo ng

the

in st itutions

in p r o p o r t i o n of

C HAN GES AT W A Y N E ST AT E U N IV ER S I T Y

I n tro du cti on
Wayne State U n i v e r s i t y is a major re se a r c h
one of Mi ch i g a n ' s
and

U n i v e r s i t y of

schools,
its

"big three"

inc luding

s tu den ts are

1984,

p.

30,000

188).

in

It has

law and medicine,
in

Wi th a fall

(1983),

included

with Mi ch i g an State U n i v e r s i t y

Michigan.

enr ol le d

W.S.U.

institution,

several p r o f e s s io na l

and about o n e - f o u r t h of

gra duate pro grams

(Peterson

he ad co un t en ro l l m e n t of

is the

largest of

this s t u d y and the third

the

largest

about

in st itutions
university

in

Michigan.
W ayne

State

of a number

of

U n i v e r s i t y or ig in at ed th rou gh
co l l e g e s

In 1868,

the

Detro it

Me dic al

p r o v i d i n g p r ofe ss ion al

first c o m po ne nt

1982,

p.

7).

arts

c o ll eg es

Co lle ge

(Wayne

Educat ion ,

Wayne,

R e v o l u t i o n a r y War

named Wayne

under the

De tro it Board

became

state

a

was est ablished,

University
general.

Wayne

of Ed u c a t i o n

institut ion

and

In 1933,

after

was

until

the

Bul let in

e n g i n e e r in g and

were s u b s e q u e n t l y c r e a t e d .

and

preparation.

State U n i v e r s i t y

pharmacy,

c om bi ne d
a

of W.S.U.

combination

liberal
all were

"Mad

Ant hony"

U n i v e r s i t y was
1956,

wh e n

renamed Wayne

it

State

Universi ty.
Over
W.S.U.

the

have

past

25

followed

four-year col le ge s and

years,
the

patterns

d i r e c t i o n of

un iv er si ti es

591

of e nr ol lm en t
M i c h i g a n 's

on the

whole

at

public

(Michigan

592
Dep ar tm en t of E d u c a t i o n
have been less
av er ag e

and

than the

others.

66%.

13% on the

by 13%.

In

year.

1981 and

These

declines,

uncertai nt ie s,
me mb er s

and

salary

led to

12/25/82,

pp.

occ urred

by

1A,

1983,

enrollments

f a cu lt y
Previously,

fall

at Wayne

the

by

by

6% each

of

59

facult y

renegotiation

me mb er s

(Detroit

of
News

fa c u l t y r e d u c t i o n s
past sever al

f a cu lt y has d e c r e a s e d by about 18%.
The

sc hoo ls

state a p p r o p r i a t i o n

p r o f e s s i o n a l s and

3 A ).

wh ile

st at e a v er ag e

declined

together wi t h

for

1970,

100%,
the

the

S t a t e 's e n r o l l m e n t s d e c l i n e d

attritlon--over

have stabilized.

the

the n o n - r e a p p o i n t m e n t

a ca d e m i c

adjustments

gre w by

on

to

but e n r o l l m e n t s

1980 to

1982,

increases

from 1960

1970 to 1980,

average,

Fr o m

W.S.U.'s

been gr eat er

sc hoo ls

Fr o m

d e cl in e d by 7% wh er ea s Wayne
11%.

have

For example,

a mon g the

Wayne's gr e w by on l y

decreased

However,

its de c r e as es

a v er ag e e n r o l l m en t s

increased by

1983).

Enrollment

years

had
the

patterns may

19 83 h e a d c o u n t shows

no d e c l i n e

in e n r o l l m e n t .
W. S. U. 's

enrollment declines

u n c e r t a i n t i e s are
Mi ch i g a n over
heart of

contr ibute

Detroit,

W. S.U.'s
loca1

to

of the
the

Of

W.S.U.

a c i t y whose
auto

is located

in

in
the

people have been hard hit by
industry,

population

undergraduate

area.

state a p p r o p r iation

large ly the p r od uc t of e c o n o m i c d e c l i n e

the past d e c a d e .

the d i f f i c u l t i e s

and

pr ograms

decline
in

sufficiently
in

the

particular

its u n d e r g r a d u a t e s , 97%

are

so to
reg i o n .

serve

the

from M i c h i g a n

593
and

86%

654).

receive

fi nancial

Approximately

drawn

from the

Co lle ges

part -ti me

p.

Like

W.S.U. has

students,

about

most

33%

it

disproportionately

of Ame ri ca n
c o l l e g es

from

year

Gi ve n

to

its

it would be exp ected

pro bl em s

people would

W.S.U. than

for

in this
this

to have been the c a s e .

W. S.U .'s

fa cu lt y or ga ni ze d

for c ol le ct iv e

1972 and a f f i l i a t e d wi t h the A . A . U . P . (Dougl as
Since,

the y

have

ne go t i a t e d

five

a d m i n i s t r a t i o n of the U ni ver s ity,
74,

year

With regard to e n r o l l m e n t ch ang es and layoffs,

study.

of

locale

most of the other c o l l e g e s and unive rs ities ex a m i n e d

ap pe ar s

and

p er ce nt ag e

of M i c h i g a n 's

more

p.

b o d y are

high

1983) .

serves,

the eco no mi c d i f f i c u l t i e s

presen t

urban

varying

of Educati on,

1984,

the stude nt

a relatively

the st ude nt b o d y w hi ch

that

4% of

(Peterson

(B a r r o n 's Pro fil es

387).

(Michigan Dep ar tm en t
and

all but

local area

1976,

univers iti es,

assistance

1974-76,

1976-78,

1978-81,

ne go ti at ed major a m e n d m e n t s
salary,

ben efi ts

and

financial diff iculties
n eg o t i a t i n g

the

1983,

co n t r ac ts

19).

wi th

the

cover ing the y e a r s :

1981-83.

1972-

In 1982 the parties

p r oc ed u r e s

in

of the Universi ty.
contract

in

p.

to the c o n t r a c t 1s p r ov is i o n s

layoff

s uc ce sso r

bargaining

at

for

re sp on se

to

The part ies are
the

time

of

this

writing.
In the course

of

n e g o t i a t i o n of va rio us

the years,

W.S .U. 's

Faculty

times:

1976

23

in

for

Association

d a y s , in 1978

c o n t ra ct s

has str uc k

for two days

over
three

and

in

594
1980

for

23

days

(NCSCBHEP N e w s l e t t e r

the vario us a s s o c i a t i o n s e x a m i n e d

1983,

pp.

in this study,

struck more o f t e n an d for a higher

total number

3-4).

Of

W a y n e 's has
of days than

any o t h e r .
A total
negotiated

of

in

35 changes

the

major a m e n d m e n t s
either

the

five

Amo ng the total
of

power

second

was

most

s u c ce ss or

of 1982).

1976 or the

an

fr equ ent

increased

throu gh

ev aluate

te a m

de ci d ing

1f

in

ex pa nde d

rights

increase

raises

were s i g n i f i c a n t l y

the

in individua l
were

Faculty authority

was

re sp ons ibility:

members;

in

(54%);

f ive major c h a n g e s

fa c u l t y

to

faculty

to

share

members'

in
work

to adv is e the a d m i n i s t r a t i o n on

school b u d g e t s ;

salary

an

faculty

as s i g n m e n t were ap pr opriate;

se l e c t i ve

f a cul ty a u t h o r i t y

c h an ge s

in

(34% e a c h ) .

of s h i f t s .

appealed

(including the

most comm on type of shif t

All of the

appointed

de p a r t m e n t a l and

the

(31%) was

these two types

were

Host of these were n e g o ti at ed

changes,

increase

and a u t h o r i t y

c o nt ra cts

1978 c o n t r a c t s

facult y m em b e r s * r i g h t s .
one of

in rights

and

to fa c u l t y
in creased

to d e c i s i v e l y
members.
in

grant

Individual

the ch an g e

which

allows m e m b e r s to appeal chang ed work a s s i g n m e n t s .
Most
employment
pro vi s i o n s

of

the total
decision

for

po licies

p r o mo ti on

layoff and r e c a l l .

changes

and

oc curred

in

the

(69%),

particularly

tenure

and

area of
under

p r o v is io ns

for

T w e n t y p e rc en t of the changes were made

595
in

w o r k i n g conditions.

workin g c o n di t io ns

All

but one

of these

ch a n g e s

in

were of major s ig ni fi ca nc e.

A s s o c i a t i o n Rig ht s
Two minor
faculty.

c ha nge s have

The b a r g a i n i n g

ad d i t i o n of

lecturers,

now pr os c r i b e d

been on

the

facult y m e mb e r s

in

1972,

informants.

Some of these
Some

instructors,

tenure,
granted

for

m e m b e r s , who
above.
be

a ma x i m u m
are

years,

tenure or

L ec tur ers are not

of se ven

in the

not

eli gible

two

or

le ct ure rs had

A s s o c i a t i o n and
has

to

originally appointed

as

in

the

e t c .,
b e cau se the

ranks
but

of
were

University

but could not gr an t

of some ess en ti al

as p u b l i c a t i o n .

appointed

increased

hired

le ct ure rs

lack

by the a d d i t i o n

(1983-84) .

their e m p l o y m e n t

to their

After seven

gr ant ed

are

number

were

originally

re hir ed as

such

of job a c t i o n s

a c c o r d i n g to
This

lecturers

were

wished to con ti nu e
tenure due

the

wh o are

as si st a n t professors,

subsequently

in creased by

O n l y one or

a p p r o x i m a t e l y 55 as of this year

such.

been

fewer types

" l e c t u r e r s ."

fa cul ty

administration

and

a u t h o r i t y of the

unit has been ex p a n d e d

n on -t en ur e track

rea pp oi nt ed as

unit has

the

for A s s o c i a t i o n off ic er s and r e p r e s e n t a t i v e s .

The b ar ga in in g
of

increased

cr ed en t i a l

them
for

Te r m

appointments

may

ye ar s

for regula r

fa cu lt y

ranks of

as s i s t a n t p r o f e s s o r

the regula r

fa cul ty mem be r

re ap p o i n t e d
for tenure and

( 1981-83,

p.

m ay be gi ve n

be

or
must
43) .
an

596
unlimited

number

Reclassifying
qu a l i f i e d
retain

of term

as

to be

appointments

le cturers

g ra nte d tenure

facul ty m e mb ers

m e mb er s

permi ts

the

whose wo rt h has

This pr ac ti ce also permi ts
term c o m m i t me n t

f a cu lt y

(1981-83,

m em ber s as

i nd et er min at e per io d

of a c a d e m i c

bargaining
faculty.

which

unit

is

This

Association,

such c a u t i o n .

a fa cul ty

fa cul ty who m a y work

is important

the c u s t o m a r y

for the r e a l iz at ion

of col le gi al authority.

cha ng e w hi ch

includes

a minor

in

the a u t h o r i t y

the

faculty,

gain

inclusion a l l o w s

lecturers

the a u t h o r i t y to d i r e c t l y a dd re ss

r e g ar di ng

faculty

from

of time w i t h o u t

f r ee do m and ex er c i se

The c o n t r a c t u a l

issues

the di sad van tag e,
of

lecturers.

The

p r ob le m of

p ro te ct i n g

me mb er s who are
in

not tenured,

the ex er c i s e

of

facult y

a d m i n i s t r a t i o n to hire
In

their

University

first
had

r e p r e s e n t a ti ve s

of the

pr ob l e m s

increased

the rights

in the

throu gh

is a p r o b l e m

power.

The au th o r ity

of

fa cul ty

of b a r g a i n i n g

but this

the
and

number

facul ty m e mb er s wi th i n this c a t e g o r y pr es ent s to the
the

long

The ex pe r i e n ce

t e r m -a pp oi nt ed

of e x p a n d i n g the number

p r o t e c t i o n of tenure,

not

been d e m o n s t r a t e d .

faculty.

reclassifying

lec turers has

perspective,
for an

of

who are

the a d m i n i s t r a t i o n to avo id

to a port ion of the

pra cti ce

43).

U n i v e r s i t y to

of falling e n r o l l m e n t s has p r o b a b l y e n c o ur ag ed
This

p.

unit

incurred
of the

le cturers has not c h a n g e d .
contract,

ag re e d

would not

the

that

faculty at
their

Wayne

State

of ficers

and

597
call, sanction, a pp ro ve a n y strike, walkout, s l o w ­
down, sit-down, stay-away, b o y c o t t ... picketing, or
any
other form of
interference which af fec ts the
op er at i on of the U n i v e r s i t y (1972-74, p. 9).
The number

of these

P i c k et i n g

and

contract,
p.

10).

"

or

pr osc rib ed ac ti v i t i e s

b o y c o t t i n g are

and the word
The

other

affe ct s the

1 isted

form

of

of

interference,

these changes,

re pr e s e n t a t i v e s m a y
and ex pr ess ion

c u rr en t

eng age

in job

(1981-83,

in the above qu o ta ti on now reads

o p e r a t i o n of the U n i v e r s i t y "

As a co n s e q u e n c e

in the

" a p p r o v e " has been d r o p p e d

latter phra se

any

not

has been r e d u c e d .

in

mater ially

(1981-83,

p.

10).

A s s o c i a t i o n off icers and

a great er

actions.

which

This

range

is

of a c t i v i t y

a minor ga in

in

facult y authority.

E mp l o y m en t Decis ion s
About half of
pr oc ed ur es

the change s at W.S.U.

in p r o m o t i o n and /o r

most of w h i c h gave the
c ha ng es made

added more
and

alternatives

stages

involvement
p r ov is io ns
deans.
equal

in layoff

of
was

the

and recall

for m em be rs
the

Eight

Of the

provis ions,

four

t h r e a t e n e d wi t h

layoff

faculty's a d v i s o r y role

in the

layoff decision.

increased

the

tenure procedures,

f a cu lt y a greater author i t y .

two ch a n g e s e x p a n d e d

early

in

by w hi ch e mp l o y m en t de ci si on s are r e a c h e d .

of these ch a n g e s were

seven

were made

throu gh

C o l le gi al
three

faculty

c h an ge s

in

for s e l e c t i o n and r e v i e w of d e p a r t m e n t chairs and

P e r so nn el
opportunity

file procedures,
pr ov i s i o n s

discipline

were

pr oc e d u r e s and

changed.

The

most

598
si g n i f i c a n t change
shift

in

in

e m p l o y m e n t d e c i s i o n p o l i c i e s was

responsibility

f a cu lt y m em be rs

for e v a l u a t i o n

from the

chair

of term

to the

the

appointed

departmental

tenure

committee.
Wh e n
1973,

the or iginal

a g r e e m en t

tenure,

time.

had not

promotion,

44-45).

pp.

contract

bee n re a c h e d

It was not until

upon.

on these

art icles cover ing

in

for some

de cis ions were agre ed

(1974-76)

is

used here

which the c u r r e n t c o n t r a c t

chang es

(1972-74,

items c o n t i n u e d

for these e m p l o y m e n t

ba seline ag ai ns t

11,

the sec on d c o n t r a c t was ne go t i a t e d

The second c o n t r a ct

des cri be

on

on M a y

a p p o i n t m e n t and r e a p p o i n t m e n t

Negotiations

that pr oc e d u re s

was r a t i f i e d

fa cu lt y rig ht s

in

as

the

is c o m p a r e d

these

to

employment

procedures.

E va lu a t i o n
The

f a c u l t y 's role

facul ty m em ber s
76 contract,

has

(1981-83,
members,
member
this

p.
the

e v a l u a t i o n of

expanded.

this was

d e p a r t m e n t chair,

in

who

U nd er

After

chair was to d i s c u s s

pro vid es
prepare

(1974-76,

that ea ch

the terms of the

pp.

year

te n u r e d

with each

of the

a s u m m a r y of

The c u r r e n t

unit ten ur e

for each ba rg ai n in g unit me m be r

department

term-appointed

and to file

40-41) .

"the

1974-

of the b a r g a i n i n g unit

consulting

that m e m b e r 's pe rf o r m a n c e
re vi ew

ap p o i n t e d

p r i m a r i l y the r e s p o n s i b i l i t y
is not a me m b e r

3).

term

contract

committee

shall

on a term c o n t r a c t a

599
writt en
83,

rev iew of

p.

43).

"... co mme nt s
(1980-81,
the

hi s/h er

to

p.

chair

may

the

tenure

c o m m i t t e e 's

The chair

involved member,

requests

(1981-83,

the tenure d

faculty

e arli er

are more

involved

f a cu lt y under

provis i o n s .

This

may

add

review"

the r e v i e w with
of the tenure

involved

mem be r so

43).

in

informants,

the e v a l u a t i o n of

c u rr en t p ro vi si on s than
This q u a l i t a t i v e

a u t h o r i t y of d e p a r t m e n t a l
procedure.

or the

(1981-

written

to A s s o c i a t i o n and a d m i n i s t r a t i o n

term-appointed
the

and/or

with a member

the chair

p.

concur

then di s c u s s e s

to ge the r

if either

According

pe rf or m a n c e "

The

43).

committee,

p r of e s s i o n a l

faculty

is a major

is an

gain

change

under
in

the

important e m p l o y m e n t

in the

a u t h o r i t y of

the

P r o c e d u r e s by w h i c h ten ur e and p r o m o t i o n d e c i s i o n s

are

faculty.

Ten ur e and P r o m o t i o n

made are

l a r g e l y parallel,

same s t e p s .
five have
types

of

been made

in

decisions.
the

these pa rallel

These

i n c re ase d

administration.
first b e l o w .

These

in these areas,

proced ur es

five change s have

faculty,

c o m p o s i t i o n or s t r uc tu re
throu gh

the same c o m m i t t e e s and the

Of the e ig ht minor c h a n g e s made

the author ity of

or

u si ng

of the

e ither

all enh an ce d

through c h a n g e s

f a cu lt y

r e qu i r e m e n t

co mm it te es

for c o n s u l t a t i o n

five pa ra ll el

for both

changes

in the

involved
b y the

are d i s c u s s e d

600
C o ll eg ial

involvement

r e c o m m e n d a ti on s
committees
levels
and

for

in

f ac u l t y

tenure

me m b e rs

formed at the de pa rt me nt ,

(1981-84\3,

colle ge

pp.

tenure

46-47).

occurs

promotio n

t h rou gh tenure

colle ge and

M em be rs

c o m m i t t e e s are

and

of

University

the d e p a rt me nt

e l ec te d by

the

faculty

member s w i t h i n each u n i t .
The

first

chan ge

these c o m m i t t e e s .
the

tenure

(1974-76,

has

The

43).

administrators

be

At Wayne

are

often

therefore,

might

serve on

has

added

in

been

co mp o s e d

department
change

line"

t e nu re d

is

co nt r a c t

p o s it io ns

me mbe rs

enhancement

of

and,

A provis ion

w hi ch

ex cludes

in offic es

the

(1981-83,

faculty"

1 ine and staff

fa c u l ty

m e m b e r s h i p on

committees

a minor

of "tenured

tenure c o m m i t t e e s .

the cu r r e n t

from

tenure

m e m b e r s h i p on

State University,

" faculty h o ld in g a d m i n i s t r a t i v e
re p o r t i n g

f ac ul ty

197 4-76 c o n t r a c t speci f ied on l y that

committees

p.

increased

colleg e and

pp.

the

in the

46,

47).

the
This

author ity of

the

faculty.
Under all of the contracts,
n o n - v o t i n g chair
de a n

department

is the n o n - v o t i n g chair

co m m i t t e e
are

of the

(1981-83,

membe rs

contract,

the

of

the

pp.

42-44).

bargaining

tenure c o m m i t t e e s shall elect
m e mb er s

is the

tenure c o m m i t t e e .

of the colle ge

provis ion has been

am on g the c o m mi tt ee

the d e p a r t m e n t chair

or school

Neither chairs
unit.
added

In

The

tenure

nor deans

the

that each

current
of these

a b a r g a i n i n g unit member
to serve as the speak er

from

for the

601
committee

(1981-83,

department
or

the

pp.

appears

P r o m o t i o n Co mmittee,

before
under

are

departments

4 7 ).

or

a u t h o r ity

departments.
tenured

tenured

final

in w h i c h the
Ten ur e and
all

grant

facul ty

in

w hi ch the

(1981-84,

involved

colle ge

Committee

may

P r e si d en t
agreement

if

or p r o m o t i o n
make
the

(1981-83,

the Pr o v o s t

a

is

pp.

(1981-83,

p.

imp ro ve me nt

in

on a n y other

in

these

c on su lt with

before d e c i d i n g

47).

This Co m m i t t e e
has

se pa r a t e

51,

the

throu gh the U n i v e r s i t y

and

61).

c o ns id ers

rec om me nd ed

(1981-83,

Co mm it te e

p.

p.

or pr omotion re c om me nd at ions

or p r o m o t i o n but the P r ov os t
tenure

for

(1981-83,

membe rs

these d e p a r t m e n t s

Promotion Committee.

cases

tenure

made a minor

step of tenure
f a c u l t y is

This

c o m m i t t ee s

d e p a r t m e n t chairs must

m e m b e r s of

electe d

the d e pa r t m e n t chair makes

wh ic h r e c o m m e n d a t i o n to make
The

tenure

or fewer tenur ed m e mb er s

Now the

and

47, 52).

pp.

promot ion r e c o mm en da t ion

of

Ten ur e

pr o v i s i o n the

(1981-83,

The c u r r e n t c o n t r a c t has

the

the

new

departmental

with three

tenure

University

fa culty's author i t y .

For these de pa rt m e n t s ,

or iginal

the

or the de a n

no

that the

tenure commi tte e shall a c c o m p a n y

is a minor e x p a n s i o n of the
There

event

a colle ge tenure co m m i tt ee

the

for the a p p r o p r i a t e

the d e p a r t m e n t head

4 7 ).

In the

chair ap p e a r s before

dean

sp eak er

46-49).

to

grant

has re co m m e n d e d

not to

pp.

51,

61).

rec om men dat ion
the

Pr ov os t

are

This
to
not

the
in

The C o mm it tee also advises

tenure or p r om ot ion r e c o mm en da ti on s

602
whi ch the
51,

61).

P ro vo st m a y refer to the
In the

1974-76 contract,

P r o mo ti o n C o m m i t t e e
by the P r e s i d e nt
tenure d

p.

45).

seven m e mb er s

of the U n i v e r s i t y from a slate

se le c t ed

of

fourteen

facult y me mb er s

A c c o r d i n g to the cu rre nt contract,

is

the slate

j o in tl y

by

the b i l at er al

p.

50).

Pro mot ion
This

These

C o m m i t te e

is a minor
In

ch ang es have
more

options

for

are not

forwarded

Under all
not have

to the

further

tenured member
before

the

permits

of the

co lle ge

have

increased.
or p r o mo ti on

level

of

in those d e p a r t m e n t s
a

fa cul ty member

review.
wh ic h do

who

is

not

the college tenure co m m i t t e e

before the co lle ge

course of ma ki n g this reques t
c o nt ra ct

highest

contract,

p r o m o ti on by the d e p a r t m e n t chair

m a y request r e c o n s i d e r a t i o n by
and ma y appear

faculty.

the c u rre nt

members

next

tenure committ ee s,
for tenure or

the

to not grant tenure

of the co ntracts,

r e c om me nd e d

of

f a cu lt y

O r d i n a r i l y r e c om m e n d a t i o n s

(1981-

of f ac ul ty authority.

pr oce dur es

individual

the

U n i v e r s i t y and

re p r e s e n ta t ive of

e nh an c e m e n t

the ap pe al s

made the

is

Pol icy

Commi ttee of the Un ivers ity Cou nc i1 and the Pres ident
83,

(19 7 4 —

fa cul ty b a rg a i n i n g unit m e m b e r s , and

appointed

pp.

by the U n i v e r s i t y Council,

of a d m i n i s t r a t o r s and

c om po se d of tenur ed
co m mi tt ee

(1981-83,

the U n i v e r s i t y Ten ur e and
of

f ac ult y m em be r s no m in at ed

a b o d y com po se d
76,

was co mp os ed

Commi tte e

the

tenure c o m m i tt ee

(1974-76,
facult y

p.

47).

member

colleg e with him/her
tenure

co mm itt ee

in

in

the

The curre nt
to bring

a

when ap p e a r i n g
the

cou rs e

of

603
req ue st in g a r e c o n s i d e r a t i o n
grant tenure

or p r o m o t i on

minor e n h a n c e m e n t
In

addition

promot ion and
been

of

made

the

credit

have been

this cre dit

may

at the

concurrence

permi ts the

42-43).

The

for

in

parallel

one

or

credit

or university.
be wa iv e d

reques t of

(1981-83,

p.

in st ru ct io n

du r in g the

have a longer
tenure

have added

sent to the A.A.U.P.

and

the provi sio n
for a waiver
that the new

two

havi ng

reque st

(1981-83,

to

members

use

the adv ic e

of

the new

exper ienced

or an A . A . U . P . re pr es e n t a t i v e about the

of waiving se rvi ce cred it and alter

waiv er with

f ac ul ty member

the more

time to

(1981-83,

for a

pr oc e d u r e s permit

with

W a i v i n g service

fa cul ty m e m b e r 's request

made the

fa cul ty

the member and

for

in

In all of the

43).

to

recent c o n t r ac ts

is

for

re que st

able

other

and a d m i ni st ra ti ve

m a y w i t h d r a w the

These new

have

the

facult y member
months of

rights.

increased with a cha ng e

f acu lt y member

that a co p y of the new
of ser vice cr ed i t

changes

is a

three other c h an ge s

secure w h a t e v e r c re d e n t i a l s are nee de d
pp.

This

to

or of p r o m o t i o n .

at an o t he r c o lle ge

the d e a n ’s

above

for g r a n t i n g s e rv ic e

m e m b e r *s first year

63).

facul ty me mb er 's

p r o c e d u re s

In dividual righ ts

contracts,

53,

involve se rv ic e cre di t

initiation of tenu re

perfo rm ed

five

r e co mm e n d a t i o n not
pp.

individual

tenure procedures,

T he se

the p ro vi si on s

(1981-83,

to the

affecting

decision.

of the

p.

43).

to

be

faculty

implications

the or iginal

request

if

604
desired.

This

is a minor e n h a n c e m e n t

of

individual

rights

of f a c u l t y members.
In

all

ult i m a t e

the

contracts,

r ig ht

to

r e c o m m e n d a t i o n , ..."
adds

the

tenure

initiate
(1974-76,

provision

that

r ec om me nd at ion ,

the tenure c o m m i t t e e
p.

52).

The

decisions.

extent

is a minor

assistant

in

the

the

instructor.

for p r o m o t i o n s

is

w h i c h m a y not

no

when

review

46).
the

any

Pr e s i d e n t
will

first

co n s u l t with

for

The com mi tt ee s made

longer

(1981-83,
in these

has been r ed uc ed

process

p.

49) .

necessary

to

r e co m m e n d a t i o n s
under

Tenure co m m i t t e e

for these

proce ed t h ro ug h the

to a

promot ions

to a s s i s t a n t pr ofessor

(1974-76,

a

in facul ty au thority.

author ity

review

tenure

initiates

s e cur ed an a d v i s o r y role
increase

the

The curre nt c o n t r a c t

promot i o n s ,

be made b y a d m i n i s t r a t i v e author ity

alternatively may
p.

p.

from instructor

1974-76 c o n t r a c t

inv ol ve me nt

or

re tai ns

in the a pp ro pr iate u n i t "

The t e n u r e committees'
minor

"Presi de nt

". . .he/she

fa c u l t y have
This

the

com mi tt ee s

or w h i c h
(1981-83,

55).

Q I a-oip-i i.o&_a n4_P_i.s..shaiEas.
In

procedures

for d i s c i p l i n e

individual

right

has been a d d e d .

the right

to the pr es en ce

of

Now the

a minor

faculty mem be r

has

an A s s o c i a t i o n r e p r e s e n t a t i v e

in a m e e t i n g with an a d m i n i s t r a t o r
anticipates"

and discharge,

if the member

"reasonably

that some d i s c i p l i n a r y ac t i o n m a y result

(1981-

605
83,

p.

39).

The me mb e r ma y

Association
did not

d e l a y such a me et i n g until

r e p r e s e n t a t i v e arrives.

the

The earli er c o n t r a c t s

include this p r o v i s i o n .

Layoff and Recall
Wayne

State

enrollment

in the

de c l i n e

University
fall of

in e n r o l l m e n t

1982,

p.

3A).

e x pe r i e n c e d

1982,

the

Fifty-nine

and the

of

provis ions
1981-83

for

language

in

similar

f a cul ty and

News
staff

for the 1983-84 a c a d em ic y e a r .

and

ratified
in the

followed a

non-tenured

the a d m i n i s t r a t i o n

am e n d e d some

layoff and r e c a l l .

contract,

cu r r e n t

met

drop

(The D et roi t

m a k i n g these de cisions,

Association

6%

year bef or e

me mb er s were not r ea p p o i n t e d
In the c o u r s e

which

a

parts

of

These a m e n d m e n t s

in Sep te mb er

of 1982,

following d i s c u s s i o n

the

to the
are the

of ch an ge s

in

layoff an d recall p r o v i s i o n s .
Changes

in

r e c a l 1 and

two p r o v i s i o n s w h i c h
a bo ut

program

pr ov i s i o n s

discontinuance

u s u a l l y be

open up

include the

require c o n s u l t a t i o n wi t h

t h r e a t e n e d with l a y o f f .
f a cu lt y will

layoff

and

re lo c a t i o n

a d d i t i o n of
the

f a cu lt y

of

membe r s

One change pr ov i d e s that pa r t - t i m e
laid

off

alternatives

first.

Four

to m e m b e r s

additional

threatened

with

layoff.
All
necessary

of the
in

discontinuance

co n t r a c t s provide

the event
of

a

of

that

layoff

m a y becom e

". . .substantial c u r t a i l m e n t

program

or

extraordinary

or

f inancial

606
exigency”
f ac ult y

(1981-83,
have

some

p.

11).

In all

advisory

role.

increased the scope of this r o l e .
the

Pr e s i d e n t

is to call

which m a y

re duc t i on s

in

Rec en t

changes

the
have

In the or iginal contract,

arise

” ...pote nt ial

becau se

of a

p e r s o n n e l ” (1972-74,

1982 am e n d m e n t

contracts,

a m e e t i n g b e twe en the A s s o c i a t io n

and the a d m i n i s t r a t i o n to d i s c u s s
pro ble ms

the

p.

s o lu ti ons

need to
10).

to

make such

The Se ptember

has ad de d the provis i o n :

No
recommendation for
program
d i s c o n t i n u a n c e or
s u bs t a n t i a l c u r t a i l m e n t shall be made to the Board
. . .without
prior c o n s u l t a t i o n
with
the a f fe ct ed
unit and appropriate a c a d e m i c counci I s ..., each of
w h i c h shall
be g i v e n
the
o p p o r t u n i t y to
sub mi t
wr i t t en
advisory
report s
a n 1 re c om me nd at ions
(1982, p. 3).
The earli er
consulted
made.

c on tr a ct did

be fore

Under

not requi re

the d e c i s i o n

the e ar li er

might be c o n s u l t e d

that the

fa cu lt y

to reduce pro gra ms

c o n t r a c t provision,

o n l y on the q u e s t i o n of

be

had been

the

fa cul ty

how to react

to

the B o a r d - a p p r o v e d p r o g r a m r e d u c t i o n .

This e x p a n s i o n of the

f a c u l t y 's

is

role

in layoff

de cis ions

a minor

ga in

in

fa c u l t y authority.
A se c o nd

such gain

in

layoff d e c is io ns was

the a d d i t i o n

of provis ion for a

the

on

Pr ov o st

of

this co mm it te e

are

fr eq ue nt ly used at Wayne
committees.

The

faculty c o m m i t t e e

pl ac i n g m e mb er s

other units of the U n i v e r s i t y

made with

th rea ten ed wi th

(1981-83,

s e l e c t ed

to advise

by

p.
a

11).

layoff

in

The members

process

w hi ch

is

State U n i v e r s i t y to form colle gia l

f a c u l t y / a d m i n i s t r a t i v e Unive rs ity

Counci 1

607
p ro poses a
half

of

1982

slate of c a n d id at es

these to be the

amendments,

a

to the

me mb e r s

Provost,

of the co mmi tte e.

non-voting

me mb e r

minor

req uires
first"

that

restriction
"normally,

except

in

the

specia l exper ience
11).

on

(1982,

"unusual

fa c u l ty will

Earlie r co n t ra ct s

did

not

The
layoff

individual

rights

authority

their

(1981-83,

p.

pa rt -ti me

full-time.

of f a c u l t y m e mb e r s

were e n h a n c e d by four mi no r

laid off

that

s p e c i f y that

facult y should u s u a l l y be laid off befo re

the

3).

be

circumstances

is essent ial to the u n i t ..."

by

p.

administrative

p a r t- ti me

In the

appointed

A . A . U . P . had been added to this c o m m i t t e e
A

who select s

c h an ge s

affected

by

wh ich were made

in the 1982 a m e n d m e n t .
First,
m a y be

tenur ed

al l o w e d

members

to have

faced

wi t h the risk

a year of

leave,

t r a i n i n g to he l p prepa re th e m to enter a
University

(1982,

concurrence

of the af fe c t e d

which the
Pr ov os t

mem be r

(1982,

Second,
layoff now

p.

p.

3).

wishes

Granting

to

full

layoff

pay,

for

new unit w i t h i n the
this

leave

member,

and

p re pa re

to t r a n s f e r , and

req uires

the d e p a r t m e n t

into

the

3).

tenur ed

m e mb er s

who have

m a y elect to res ig n

sev er an ce pa y equal

received

up to the e f f ec ti ve da t e
loses recall rights

been

at the end of

receiv e

the member

at

of

to the am ou n t
of

(1982,

layoff.
p.

4).

notified

of

the term and

th e y w o u l d have
In su c h cases,

608
Third,

te nu re d

years of age

are

55

or older m a y e l e c t to take e a r l y retirement,

in

which case recall
The

m em b e rs

righ ts are

fourth

not if ie d

f o rf ei ted

mi nor ga i n

of layoff who

(1982,

inindividual

s e n i o r i t y rights

member

of

layoff.
senior

the same

If

department

who has

t h r e a t e n e d with

s e n i o r i t y rights,
a

and so

forth

(1982,

f a c u l t y mem be r who

be no ti f i e d of
This would

layoff,

save the

d e p a r t m e n t who wo ul d

be g iv en

4).

the

With this new
or who

or take the new position.

a less

ot h er wi se

of

m a y waive senior ity rights,

and retire

job of

no ti f i e d

isnear r e t i r e m e n t

has se cu re d a pos ition e l s e w h e r e

to

the se c on d most

may

p.

the

most senior

been

refuses,

layoff

is

f a cu lt y mem be r

these to the

the most sen io r mem be r

me mbe rs

provision,

and give

5).

rig ht s

a d d i t i o n of the p r o v i s i o n w h i c h permi ts a
waive

p.

senior

me mb e r of

the

be laid o f f .

Pers on ne l Files
The or ig in al c o n t r a c t does not d i sc us s p e r so nn el
When

the

or iginal

ag r e e m e n t
wh ic h

on po li c i e s

are

personnel
co n t i n u e d

contract

typically
files.
after

was rat i f ied,

for the
re l a t e d

major e m p l oy me nt
to

p ro ce du re s

Negotiations

the

or iginal

con tract

For

the pu rp os es of

is c o m p a r e d

on

were

was

no

decision,

for

ha nd li ng

em pl o y m e n t

po licies

contract

sections c o v e r i n g these po li c i e s
76 c o n t r a c t .

there

files.

was

included

this study,

to the c u rr en t co nt ra ct

s igned,

and

in the 1974the

197 4-76

in the an al ysi s

609
of

change

in p o l i c i e s

for

ha nd li ng

files.

Three minor

c h an ge s were made which re strict a d m i n i s t r a t i o n

or

increase

individual r i g h t s .
Two of

the

added

pr ov i s i o n s

kn o wl ed ge a bou t

the ma ter ial

uses to

the

whi ch

em p l o y m e n t

f ile

c o n t a in ed

ma t e ri al

must

now

increase

the

in the

is p u t .

files and the

First,

c o n t a i n all

m e m b e r ’s

the

mater ial

post­

used

in

s'

tenure,
Also,

pr o m o t i o n or d i s c i p l i n e d e c i s i o n s
the

mem be r

must

be

whenever

employment

file,

being used

in these e mp l o y m en t d e c i s io ns

Second,
in the
the

the

auth or

file

must

facul ty

the

file

co nt a i ns co nf id en ti al

or per so n p r e p a ri ng

now be

mem be r

implications,
to

wh ic h

not if ie d

(1981-83,

identified.

ma y

better

(1981-83,

p.

pre­

material,

(1981-83,

p.

is

65) .

all mat eri al placed
provision,

un de r s t a n d the

65).

65) .

the

With this

reasons and s i g n i f i c a n c e

p.

po ss ibl e

of the ma te r i al
These

are

two

added
minor

restr ict ions on a d m i n i s t r a t i v e auth or i t y .
The third
acce ss

to the

wi t h i n the
co n t r a c t s

change
file,

earli er
provi de

three days of

clar if ie s

a right
co nt r a ct

that

a r equ est

urgent need m a y make a request
P ro vo st

for

stat ed

the

to a minor e x t e n t .

the

p.

56).

shall

to

Sub se qu en t
within

in the ev en t

of

to the A s s o c i a t i o n

(1981-83,

individual

rights

have acc es s

same and

for access

Em pl o y e e R e la ti ons

c l a r i f i c a t i o n e x pa nd s

m e m b e r 1s

but not c l e a r l y d e f i n e d

(1974-76,

member s
for

the

p.

65).

This

faculty m e m b e r ’s rights

610
Selection of Department Chairs and Deans
Under

all

of

a u t h o r i t y to make
r e ap po in tm en t

of d e p a r t m e n t

the

fa cul ty has

has

These

been

of the

were

in the

of colleges,

th ro ug h

made

in

se le ct io n of the r e c o m m e n d i n g com mittees,
these c o m m i t t e e s and

and

ba rg a i n i n g u n i t .

imp roved

changes

shared

the a p p o i n t m e n t

chair s and de ans

are me mb er s

role

changes.

contracts,

recommendations about

neither of w hi ch
faculty's

the

pr oc ed ur es

three

The
minor

procedures

for

in compo s it ion of

for r e vi ew of chairs

and d e a n s .
P ro ce d u r e s
com mi tt ee s
pp.

were

42-43).

for s e l e c t i n g
not g i v e n

wh ic h make

of new chairs

or

new deans,

The r e m ai ni ng

50% of the me mbe rs

are

a p p o i n t e d by

In

the

case

the

r e c o m m en da ti on s about

recommendations

respectively

by

the

Infor man ts report

r e vi ew

prior

to the

administration

had c o n s i d e r a b l e

inf lu en ce

and rec om me nd at ion

( 1981-84,

(1981-83,

of

chai rs

39-40).

wh ic h

make

or deans,

(1981-83,

and
pp.

a mo ng

60%

40% are
40-41).

the

units

in recent c o n t r a c t s .

Deans

over p r o c ed ur es

of d e p a r t m e n t

3 9 }.

p.

pp.

involved

p ro ce du re s varie d

fo r m a l i z a t i o n g i v e n

in the case

committees,

re a p p o i n t m e n t

that

of the

of the s e l e c t i o n com mi tt ee s

of the me mb er s are e l e c t e d by the unit
a p p o in te d

(1972-74,

50% of the m e m b e r s

the A d m i n i s t r a t i o n
of

the r e c o m m e n d i n g

c o n t ra ct s provid e that the membe rs

or co l l e g e elect

se le ct io n comm itt ees ,

of

in the e a r 1 ier c o n t r a c t s

The rec en t

of the d e p a r t m e n t

me m b e r s

heads.

used

for rev ie w

Th is f o rm al iz at io n

611
of pr o c e d u r e s

has a s s u r e d

and co ll e g e s
the

me m b e r s

that the member s

will have the right to
of these c o m m i t t e e s .

of de pa rtm ent s

select half or more of
This

is a minor

increase

in f a c u l t y author it y.
Members
appointments
bargaining

of

the

were

c om mi tt ee s re v i e w i n g

re qu ir ed

unit m e m b e r s

to be

c o m p os ed of at

(1972-74,

pp.

c u r r e n t contract,

se le c t ion c o m m i t t e e s

bargaining

unit

members

department

level

proportions

has

(1981-83,
increased

wi t h i n these c o m m i t t e e s
O r i g in al ly ,

no

determined

be c o m i n g

a

No n et he le ss ,

under

not u n i f o r m

and the

Acco rd ing

to

Rec e n t
appointment
40-41).

the

the

be at

head

least

50%

Under

the

least 67%

colle ge

and

the

This change

author ity

of

the

in

faculty

to a minor e x t e n t .

before

of

the a d m i n i s t r a t i o n .

terms of a p p o i n t m e n t
the

f a cu lt y

who had served

the

was silent

informants,

were given

Le ng t h of such ap po i n t m e n ts

discretion

co nt ra ct

there

organized.
practice

on the

were

was

was

subject.

still

some

in definite t e r m s .

provide

for ch ai r s and deans

One year prior

unit and the

the

earller contracts,

contracts

co m m i t t e e with

will

39-41).

length to these

practice

administrators

pp.

or d e a n s .

at the

S p e c i f y i n g a set

both

42-43).

m a x i m u m ter m of ap po i n t m e n t

for d e p a r t m e n t ch a i r s
was

at

department

that

the m a x i m u m

is five years

to the end

of the

f ac u l t y members ev a l u at es
p e r f o r m a n c e of the chair

term

of

(1981-84,

pp.

term,

a review

the pro gre ss

of the

or dean and makes

a

612
r e c o m m e n d a t i o n to the dean or Presi de nt ,
83, pp.
with

40-41).
the

The membe rs

opportunity

per f o r m a nc e

and make

super ior at regular

of

to

respectively

(1981-

the units now are pr ov i d e d

review

their

a r e c o m m e n d a t i o n to
intervals.

This

s u p e r v i s o r 's

the s u p e r v i s o r 's

is a minor

increase

in

f ac ul ty au thority.

Miscellaneous

Em pl o y m e n t P r o c e d u re s

A co l l e g i a l
was ad ded

in the

committee,

1978-81 c o n t r a c t .

broad author ity to examine
Ac c o r d i n g

to

the Equal O p p o r t u n i t y Committee,

the

This C o m m i t t e e was given

many aspects

contract,

the

of the

C o m mi tt ee

r e g u l a r l y to re vi e w U n i v e r s i t y policies,
p e r t a i n i n g t o ...the
the

f a c u l t y . ..for

(1981-83,
"may hold

p. 6 9 ) .

p.

purpo se

The

Committee

Committee

administration

of a d v i s i n g
"may

increases

th e y affe ct
the

issue rep or ts "

of nine

the

me mb er s

staff memb er
f a cu lt y

were

an

was

and
their

appointee.

The

include

all s e l e c t e d

(1981-83,

A.A.U.P.

to

p.

69).

aut ho r ity

of

the

by the

and

University's
(1981-83,

p.

faculty.

six

Also on

ap p o i n t e e

in clusion of facul ty in this a d v i s o r y role
the

Pr ov o s t "

f a c u l t y . . .may ex pre ss

O p p o r t u n i t y officer served e x - o f f i c i o
The

plans and p r ac ti ce s

69).

and one

a d m i n i s t r a t i o n and
the

the

Co m m i t t e e

faculty me m b e r s

" . . .shall meet

o p p o r t u n i t y goals as

he ar i n g s so that the

v i e w s " (1981-83,
This

equal

institution.

an
Equal

69).
for ma ll y

However,

in

613
practice,

the

Committee appears

significance.

In fo r m a n t s

A s s o c i a t i o n re po r t
as

was h o p e d .

Committee.

One

C ur re nt ly ,
had been

administration's

The

minor,

if

the a d m i n i s t r a t i o n

there

formed

is

Equal

Black Cauc us

no

in the

to enforc e

any,

and the

Equal O p p o r t u n i t y
past,

but this year

this co nt r a ct p r o v i s i o n .

O p p o r t u n i t y officer

r e s p o n s i b i l i t y to p ro mo t e equal
action.

be of

that the s t r u c t u r e has not w o r k e d as well

neither p a r t y has mo ved
The

from

to

opportunity

has

formal

and aff ir ma ti ve

and the W o m e n ’s Counci 1 al s o work

to promo te these g o a l s .
There are
reduc ed

the

at

least two c i r c u m s t a n c e s

effectiveness

of

this

w hi ch might have

col le gi al

First,

the c o m p o s i t i o n

of the b a r g a i n i n g unit

regard

to eq ua l

interests since

and

minority members

rights and
divi de
the

ri gh t s

by both

affirmative action

race and

policies

a d m i n i s t r a t ion

of

the

and

st at u t e s

University,

a u t h o r i t y in e m p l o y m e n t d e c i s i o n s .
not

to be

sufficiently

rests

wh ic h

Equal

e a s i l y serve

of equal

has

to

Secondly,
r ights and
with
the

the
final

A p p a r e n t l y the Comm it te e

benefi ci al

A s s o c i a t i o n or the a d m i n i s t r a t i o n .

majority

by g e n d e r .

the m e m b e r s h i p and we a k e n the A s s o c i a t i o n .

affirmative

proved

is mixed with

it co nt ai ns

issues co ul d

legal a c c o u n t a b i 1 ity for e n f o r c e m e n t

committee.

to eith er

the

614
W o r k in g Co ndi tio ns
Five ch an ge s
whi ch

were

f a cu lt y

were made

of major s ig ni fi ca nc e and

auth or ity

qualitatively
facult y

in worki ng

or r i g h t s .

al t e r e d

an a d v i s o r y

de ci s i v e a u t h o r i t y
faculty m e m b e r s .

in

the

authority

major c h an ge s
by

unit b u d g e t a r y

in g r a n t i n g

four of

all of wh ich e xt en de d

Two of

f a c u l t y 's
role

conditi on s,

gi vi n g the

d e c i s i o n s and

se lective s a l a r y

Two other si g ni fi ca nt change s

raises

to

were made

in

work a s s i g n m e n t p r o v i s i o n s .

Profess ional R e s p o n s i b i l i t i e s
Procedures
ass ignments

for

have

re v i e w i n g chang es
been

added

i n d i v i d u a l 's rig ht s and the
First,

p r o c e d u r es

allow fa c u l t y m e m be rs
dut ie s
that

assigned
the

m e m b e r 's

dut ie s

his/her
member

de a n

cr iteria are

The

f a cu lt y member

review

any

"substantial

further

the memb er
(1974-76,

request

p.

that the

c o m mi tt ee

to

Provo st

co n tr ac ts

r ight

was

by the ad di t i o n a l

change"

56).

the

review the
if the

the

facul ty

a p po in t

a

change and

facul ty

(1974-76,
in

in

c o n t r a r y to
The

Provo st

st re ng th en ed

in

m a y now request

"considers

sa t i s f ie d wi th the d e a n 's d e c i s i o n
ind ividual

the

g i v e n which

of ch ang es

them.

which

both

f a c u l t y 's authority.

make a r e c o m m e n d a t i o n to the

This

increase

to reques t revi ew

faculty/administration

is not

which

and some

responsibilities"
may

in a f a cu lt y m e m b e r 's

member
p.

56).

s ub se qu en t

r e qu ire men t that dut ie s a ss ig ne d

615
"...shall be r ea so n a b l e and
duties

of

fa cul ty..."

provisions per mi t

fair and shall refle ct te ac h i n g

(1981-84,

a facul ty

me mb e r

influence over c h an ge s

made

major

individual

improve me nt

in

p.

64).

These

to have

in work

added

some e f fe ct ive

a s s i g n m e n t s and are
r ights

of

the

a

facul ty

member.
A major
in

relat ed

i m p r ov em en t

in the

provisions

new

a u t h o r i t y to r e v i e w chang es
64).

According

changed

work

to the

by

su bs eq ue nt

the

the

may

be

the

p.

(1974-76,
f a cu lt y

have

of

at

the

56).
been

T h ro ug h
gi ve n

more

the Co m m i tt ee are se le c t e d

slates

from

b a r g a i n i n g unit me m b e r s

A.A.U.P.

and the

(1981-83,

p.

Provost each

64).

If

pre pared

to take an

binding author ity

p.

and

four of

(1981-83,

by
the

these

p. 64).

The

further member

the P r ov o s t does not

agree wi t h the

the

64).

P ro vo st must meet
Further,

u nr es ol ve d d i s a g r e e m e n t
or an arbitrator,

the a d m i n i s t r a t i o n ' s

by

Now

a p p o i n t one

C o m m i t t e e 's recom me nd at io n,
(1981-83,

p.

c o m p l a i n t s about

reviewed,

f a c u l t y / a d m i n i s t r a t i o n Univers ity Council,

choose

(1981-83,

the se l e c t i o n of these Co m m i tt ee m e m b e r s .

Provo st

Co mmittee

shared

by a fa c u l t y a d m i n i s t r a t i o n co m m i t t ee

of the se ven membe rs

five must be

facul ty

se c o n d contract,

Provo st

c h an ge s

a u t h o r i t y in
five

the

g iving

in work as s i g n m e n t s

as s i g n m e n t s

c o m p l a i n a n t 1s request,
selected

f a c u i t y 's author ity was made

or the

who

with

the

the C o m m i t t e e

may

to the

final

and

must sel ec t eithe r

b a r g a i n i n g u n i t 's p o s i t i o n

on

616
the matter

(1981-83,

facul ty from no
of

p.

These a d d it io ns

have mo ve d

a u t h o r i t y to shared a u t h o r i t y

d e c i s i o n - m a k in g.

colle gi al

64).

This

rig hts of the

is a

major

the

in this area

im pr ove me nt

in the

faculty.

Use of Recor ds
Rece nt

contracts

Committees,

which

contracts.
general
travel

provi de

were

not

for

included

These c o m m i t t ee s advi se

b u d g e t a r y p ri or it ie s
(1981-83,

p.

69).

Bu d g e t
in

Advisory

the

e ar lie r

the chair s and d ea ns

of the unit and

on pol ic ie s

on
on

M e m b e r s are sel ected by a major ity

vote of the tenur ed me m b e rs of the u n i t .

This p r o v i s i o n

an a d v i s o r y role

fa c u l ty p r e v i o u s l y

had

no

in an area

co ll eg i al

role

in w h ic h the

is

a

major

improvement

in

for

the

faculty's authority.

S a l a r y D e t e rm i n at io n
C h ang es
have

g ive n

the

change the
s e l ec ti ve

in pro ce d ur es
fa cu lt y

f a cu lty has
raises and

for d e t e r m i n i n g
g r ea te r

fa cu l t y sa l a r i e s

authority.

Through

gained d e c i s i v e a u t h o r i t y
t h ro ug h

the other,

one

to gra nt

the right

to be

c o n su lt ed a bo ut b e g i n n i n g s a l a r i e s .
The

most

for g r a n t i n g

important of

these c h an ge s a l t e r s

salary adjustments.

a d j u s t m e n t s m a y be made to

In all of

ind ividual

a d d i t i o n to the a c r o s s - t h e - b o a r d

p r o c ed ur es

the c o n t r a c t s

salar ies w h i c h are

raise.

Under

in

the or ig i n a l

617
contract,

the

f ac ul t y p a r t i c i p a t e d

individual s a l a r y

in

de ci si on s abo ut

a d j u s t m e n t s at the d e p a r t m e n t

University le v e l .

But at

ne ith er

level

these

and at

were the

the

fa c u l t y

provided with d e ci si ve authority.
The d e p a r t m e n t s a l a r y commi tt ee,
members,

rev iewed

selective
27) .

salary

members'

per formance

increases to

the chair

member were gr ant ed a

a d m i n i s t r a t i o n which was
department,

aggrieved

the

U n i v e r si ty -w id e

lower

r e co mm en da ti on s

mem ber

cha ng e
of

in

the

earlier c o n t r a c t s .

The

the

provides,

"the

s a la ry funds
16).

s a l a r y c om mi tt ee s
to eli gi bl e me mb er s

19) .

salary

the

adjustment.

The

committees

and

were a d v i s o r y under

the
to

the author ity of de pa rt m e n t

will
of

member.

A s s oc ia ti on

informants agree
to

p.

the

The cu rr en t con tra ct
d is tr ib ut e

se le cti ve

these units"

(1981-83,

so gr an te d cannot be g r i e v e d by the

faculty

author ity

to

of these c o m m i t t e e s .

individual

effect ive

the

could r e c o mm en d to

has beco me d e c i s i v e .

The ad ju s t m e n t s

25-

a d m i n i s t r a t i o n was not ob ii ga te d

the cu rre nt contract,

sal ar y c o m m i t t e e s

(1972-74,

salary

department

follow the r e c o m m en da ti on s
Under

pp.

re viewed appeals.

could appea l

Committee

those of the Sal ar y Review Co m m i t t e e

p.

(1972-74,

than that r e c o m m e n d e d by the

S a la ry R e v i e w

a

rec om me nd ed

se le cti ve raise b y

f a c u l t y / a d m i n i s t r a t i o n C o m mi tt ee

administration

by de pa rt m e n t

and

The U n i v e r s i t y - w i d e s a l a r y c o m m i t t e e

If a fa cul ty

This

elect ed

The
that

gra nt

the

ad m i n i s t r a t i v e

these

and

c om mi tt ee s have

sele ct ive a d j u s t m e n t s .

618
This

is a

q u a l i t a t i v e ch an g e

cat e g o r i ze d as a m ajo r
A s s o c i at e d

wi th

funds a l l o c a t e d
one

fund

for

which
as

dlstributed

by the
of

Ass ociat ion

the ab ov e c h a n g e

infor ma nt s

rep or t

that

tend

Faculty may

changes

the

initial salar ies
unit.

All

d e p a r t m e n t will
initial salar ies
provides
p.

that
24).

for

of pr os pe ct ive

meet

p r ov id e

with

(1981-83,

this be done
Under

the

the
is

con tr ac t

f a cu lt y to be
.25%

by the

a d m i n i s t r a t i o n and
two

s o ur ce s

to serve d i f f e r e n t
In this manner,

of the

of

needs
the new

facul ty than either
increase

i n cl ud ing me ri t and s e r v i c e .

pro vis ion

contracts

of

fund w h i c h

and

the

f ac ul ty has made a mi no r ga i n
in

f a cu lt y

be g r a n t e d a sel ec t ive s a l a r y

for a number of reasons,
The

into t w o :

The cu rre nt

The

reflect d i f f e r e n t p r i o r i t i e s .

alone.

the

and a second

17).

pr oc e d u r e s serve a b ro ade r range

74,

by

salary committees
p.

is

a d ivis ion of the

1.75% of base salar ies of

sele ct iv e s a l a r y a d j u s t m e n t s
and

is

administration.

(1981-83,

role and

s a l a r y a d j u s t m e n ts

distr ibuted

by f a c u l ty

administration

faculty's

in fa cu lt y authority.

d e s c r i b e d above,

provides a pool
distributed

increase

se l e c t i v e

is

departments,

in the

in a u t h o r i t y through

f a cu lt y

advice

m e m b e r s of the
that

the

19).

"insofar

cu r r e nt

of the c o m m i t t e e are not r e a d i l y

The

b a rg a i n i n g

chair

the s a l a r y co m m i tt ee
p.

regarding

available

the

to di scu ss

or iginal c o n t r a c t

as pra cti ca bl e"

contract,

of

(1972-

wh en ev er a q u or um
the chair

consult wit h those m e m b e r s . . .who are a v a i la bl e"

"shall

(1981-83,

p.

619
19).

The new p r o v i s i o n re qu i r e s c o n s u l t a t i o n

where

a n y m em be rs are availab le .

in the a u t h o r i t y of the

This

in all cases

is a m in or

increase

faculty.

E du ca t i o n a l Po li c i e s
The

Senate

University

at

Wayne

Counci 1,

whole and

number
an d

a dv is e s

administrative

Authority
are

Pre si de nt

changes,

rather

than

described

wh ich
has

delegated

and

mak ing

requirements.
of

deletions.

in

the

the
the

University
Board

a

Changes

affecting

one
by the

p o l i c y and c u r r i c u l u m

recent
1983,

Ex e cu ti ve

p.

final

2).

auth or ity

author ity

for all

such change s
c h ang es

The P r o v o s t

less magnitude,
These

on a

Order

of

The Board

of

in

all

such

but

the

more

such as p r og ra m a d d i t i o n s and d e l e t i o n s .

Pres ident de ci de s

changes

form at ion and

the Counci 1.

(A d a m a n y
has

the

The C o u n c i l has b a r g a i n i n g unit

to de ci d e ed uc a t i o n a l

important changes,

min or s

P r e s i d e n t and

members.

Adamany

Governors,

The

the

cal le d

or one school are rev ie we d and re co m m e n d e d

unit affected,

c ha ng es

for

po li c i es w h i c h aff ec t

of a c a d e m i c m a t t e r s .

department

Univ ers ity ,

has r e s p o n s i b i l i t y

rev ie w of ed uc a t i o n a l
as a

State

po li cie s

in
has
such

the
the
as

re m ai n

d i s c r e t i o n of the Pres ident except,
author ity of the Board.

as add ing

or de l e t i n g

g e ner al

education

author ity to

dec id e

cou rs e ad d i t i o n s
in

eff ec t

of course,

at

for the

or
the

f inal

620
The

faculty's advisory

Council

has

A c c or di ng

be en

approved

to the

ed u c a t i o n a l

approved

p o l i c y or

opportunity
urgency

University

in

reasons
well

to

Governors.

in "p roposed

Council

consultation

chang es

in

f a c u l t y rights
to

collect ive

will

have

the Board,

(Statutes

The

the

unless

of W.S.U.,

B o ar d- a p p r o v e d

P r e s i d e n t pr op o s e s such

of d i s a g r e e m e n t

submit
for

of

policy

changes to

is to c o n s u l t with the Univers ity Counci 1 and,

the event

Counci 1,

University

Board

p o s i t i o n to

1983).

wh e n the

he

policy

its

this

Counci 1

the Board,

the

University

to s u b m i t

re quires that

by

the

e x c e p t ...those s u bje ct

the

prevents

through

a n y matt er a f f e c t i n g

and r e s p o n s i b i li ti e s,
b a r g a i n i n g ..."

role

the

Co u n c i l ' s

disapproval.

pr o p o s a l s

be tw e e n

The

originating

the P r e s i d e n t and the

po si t i o n as

well

latter p r oc ed ure

as

his

applies as

in the Counci l with which the

Pr e si de nt d i s a g r e e s .
The

a d v i s o r y role

of

c o n t r a c t u a l l y e n f or ce ab le,
cus t o m and the
by-laws

will

of the

by-laws

are

exist.

the parti es

in

according

ac ad e m i c c o u n c i I s "

would be

is

not

the weight

(1981-83,

of

college
p.

66).

of the dean and Pres id ent

issue of wheth er

In the a m e n d m e n t s
that the

under

to the c o n t r a c t .

limited to the

a gr e e d

Counci l

D e pa rt me nt and

the c o n t r a c t

to the ap pr o v al

Univ ers ity ,

over these

but c o n t i n u e s

of the B o a r d .

are m e n t i o n e d

These are s ub je ct

the U n i v e r s i t y

Griev an ce s
or

not the

to the co nt r a c t

of 1982,

"aff ect ed
consulted

unit and ap p ro pr ia te
in the

event

of

"a

621
p ro g r a m

discontinuance

or

su b s t a n t ia l

curtailment”

(p.

1982).
Th ro ug h

these

co nt rac tua l,

the

v a rio us
f a cu lt y

procedures, l a rg el y
have

an

e d u c a t i o n a l p o l i c y and c u r r i c u l u m
Counci 1 c o n t a i n s
m a n y areas
One

a number

changes.

of s t a n d i ng

The

role

in

University

co mm i t t e e s cover ing

of a c a d e m i c c o n c e r n .
minor

possibility
covered.

advisory

extra-

ch a n g e

in

the

c o n t r a ct

of f a c u l t y c o n s u l t a t i o n

Added

pro vi de s

for

the

in areas not ot herwise

in rec en t co n t r ac ts

is the p r o v i s i o n

that

any
U n i v e r s i t y wide c o m m i t t e e s
on w hi ch p e rs on s serve
officially
as r e p r e s e n t a t i v e s
of f a c u l t y . . .shall
have such r e p r e s e n t a t i v e s ap po in te d jo in tl y by the
University
Co u n c i l
Pol icy
Co m m i tt ee
and
the
President
from
a
s l a t e . . .generated
by
Council
election
or
by
Pol icy
Co m m i t t e e
nomin at i o n .
(1981-83, p. 69).
Two c o n s i d e r a t i o n s s o m e w h a t reduce the a p p a r e n t si gn i f i c a n c e

First, the U n i v e r s i t y Counci 1 and its

of the new provis i o n .
standing
faculty,

committees
be ing

Council,

wi th ou t
Board

e l e ct e d

r e s pe cti ve ly.

provis ion,
"wages,

by

already
the

hours,

re pr es e n t a t i v e

membe rs

Second,

no c ha n g e s ca n be made

of

wi t h

school s
or

of

the

or

the

w i th ou t

this

in c on tr ac t

provis ions or

and other terms and c o n d i t i o n s

of emp lo ym en t"

the mut ua l

agreement

of the

(Michigan C o m p i l e d Laws 1965,

these c o n s i d e r a t i o n s
minor

are

imp ro ve me nt

in mind,

A s s o c i a t i o n and

S e c t i o n 423.215).

the chan ge

in the author ity of the

the
With

is c a t e g o r i z e d as a
faculty.

622
G r i e v a n c e P r oc ed u r e s
T hre e minor
grievances.
practices

ch ang es

The

changes add minor

reduced
m igh t

the

of c i r c u m s t a n c e s

not
p.

9).

that

indicate

the s p e c i f i c

data

its

a ny

statu te

ad o p t i o n

Possibly

ex cl u d e d

arguably

have been

types
now

of

are

implicit

gr ievance

minor

cu rr en t
citing
or

p.

is

9).

con tr ac t
this

p

10).

some

include

by
in

further

art icle

must

and

the

This provis ion

past pr ac ti ce s

in

still

p o l i c y vi o l a t e d

prac ti ce s

enforceable.
which

B oa rd a c t i o n .

This

might
is a

faculty.

impro ve men ts

pr oce du r es

has

a mem be r

(1981-83,

the a g r e em en t

(1981-83,

loss of a u t h o r i t y for the
two

Two other

under whi ch

pr ac t i ce

The

gr ie va nc e

narrows so mew ha t the

The

of past

a n y p o l i c y f o r m a l ly ap p r o v e d

al te re d by

provides

minor

of past

pro vi de d that

(1972-74,

of

n a rro ws the range

for

in the provis ion for past p r a c t ic es

grie ve v i o l a t i o n

eff ect

procedures

individual rights.

the numb er

Board and

in

contractually enforceable.

change

All con tr ac ts

been made

first so me w h at

which are

A mi nor

have

in

individual

the

addit ions

rig ht s
of

in

salary

c om pl ai nt s to a r b i t r a b l e g r i e v a n c e s

and the r ight to gr ieve

non-reappointment

facul ty m e m b e r s .

First,

ce r t a i n s a l a r y c o m p l a i n t s

arbitration.
c om pl ai nt s
alleging

for term a p p o i n t e d

from

The
the

ear 1 ier

contract

g r ie va nce

discrimination

m ay now be gr ie ve d to

proce ss

(1972-74,

pp.

ex cl u d ed
except
18,

20,

all s a l a r y
for

those

41).

This

623
exclusion

has

se l e c t i v e

salary

committees

or

Now s a l a r y

been

dropped,

except

a dj u s t m e n t s

granted

by the a d m i n i s t r a t i o n

complaints

for

other

complaints

by

either

(1981-84,

than

those

The
appeal

s e co nd

of

imp rovement

in

of n o n - r e a p p o i n t m e n t .

individual

have rec ou rs e

to the g r i e v an ce

Association
renewal,

contract
ag re e

wh ic h p r o v i d e s a c c e s s

Provos t re f u s e s
provide

h i s/ he r

is a

reconsider

(1981-83,

p.

33).

request

a

m e e t i n g with

the

d is cu ss

the

P r o v o s t 's

c r e a t i o n of this c ha nn el

for

the

Further,
Provost

decision

48).

mem be r

and

procedure,

44).

in

he

den ia l

If the
"shall
to

the

the A s s o c i a t i o n may
which

(1981-83,

for a p p e a l

in in dividual rights

p.

non-renewal,

w r it te n re as o n s "

p.

in order to r e qu es t a

(1981-83,
the

did not

i mp ro pe rl y den ie d

One of the g r i ev an ce

the d e c i s i o n

to

was

the

allows

contract,

(1974-76,

if

to the Provost,

Association

a minor gain

that

the m e m b e r

t h e y m a y use Step

rights

re ap po i n t m e n t

p r o ce du re

pr ov i d e s

that

r e c o n s i d e r a t i o n of

This

Under the original

f ac u l t y m e mbe rs de ni e d

cu r r e n t

38).

in dividual r i g h t s .

term a p p o i n t e d

The

16,

s e l ec ti ve

s a l a r y a d j u s t m e n t s m a y be g r i e v e d to a r b i t r a t i o n .
minor e n h a n c e m e n t

f ac ul ty

pp.

about

over

p.

to further
44).

of n o n - r e a p p o i n t m e n t

of f a c u l t y m e m b e r s .

The
is

624
To tal
A

of C ha ng es at Wavne

total

of

thi rt y- fi ve

con tr a c t p r o v i s i o n s
at

W.S.U.

changes,

negotiated

w ei gh te d

total of ch a n g e s
A l mo st

all

pr op or t ion

c h a n g e s have

first

study.

gr a n t i n g

"one",

of these ch ang es are gains
of

fa cul ty

gains

at

for the

W.S.U.

in st it u t i o n s

has some

is

institution.
longer

study.

A

than

tenure d

(60%)

de gr ee s

(85%).

and a

95%,

the

s tu die d h e r e .

inst itu tio n

in this
included

onl y major r e s e a r c h and

do c t o r a l -

Its

or ganized

f a cu lt y

typical a m o n g

relat ively low

faculty.

q u a l it ie s a ss oc ia te d

the most pr es t i g i o u s

bei ng the

som ew ha t

the

is forty.

is

in this study,

these

When these major

i n d i r e c t l y wi t h high p r o p o r t i o n of gain

W.S.U.

in

fa cul ty

Of

"two" and the minor ch a n g e s

State U n i v e r s i t y

d i r e c t l y or

made

contract.

si gni fic anc e.

h ig hes t p r o p o r t i o n am on g the nine
W ayne

been

twelve y ea rs since the

their

five were of major

ch ang es are

The

over the

State U n i v e r s i t y

p r opo rt ion

r e l a t i v e l y higher

has

been

in st i t u t i o n s
of the

in

f a cu lt y

this
are

p r o p o r t i o n have Ph.D.

CHANGES AT WESTERN MICHIGAN UNIVERSITY

Intr od uct ion
We s t e r n

was

established

Mi c h i g a n

as a

expa nd e d

into m a n y

1978,
and

p.

teacher t r a i n i n g

8).

other

year,

en ro l l e d

in

the

do ct or a l

programs.

Western

78

is

fourth

four-year

state

W e s t e r n 's

1983

fall

(Michigan De pa r tm e nt

of

te rm

and

of E d u c a t i o n

and u n i v e r s i t i e s .

ex pe r i e n c e d
opposed to

from

decline
an

since

increase

M i c h i g a n 's p u b l i c

instituted.
students

wh ic h

was

1963).

Like

to

were

include eight

in

the

15

Michigan.

20,296

stu de nt s

W e s t e r n 's p at te rn
to that

of

other

the o t h e r s , W es ter n

1970.

1970 of

In a

about

But

W.S.U.

6.5%

has

overall,
overa ll

as

am on g

four-year c o l l e g e s and u n i v e r s i t i e s dur ing

same p e r i o d .

been

in the e a r l y 1980's.

Muc h of

W e s t e r n ’s fa c u l t y
1975 and

offered,

of 5.35% e x p e r i e n c e d

the

in

has s ince

were first

been si mil ar

1960

of

Bulletin

W e s t e r n 's

head cou nt

state co l l e g e s

size

State

(W.M.U.

universities

ch a n g e s has

in

the

of e n ro l l m e n t a m o n g

of e n r o l l m e n t

do ub le d

well

programs,

in size

colleges

as

p r o g r a m was

on e- fi ft h
gr adu ate

by

degrees

first d o c t o r al
ab out

1903

inst itut ion but

areas

In 1952 ma s t e r s

in 1966 the

recent

in

c hos e the

P r o f e s s o r s to re p r e s e n t

W e s t e r n 's e nr ol lm en t de cl i n e

o r ga ni zed

for c o l l ec ti ve

American Association
them

(Douglas

625

1983,

has

bargaining

of U n i v e r s i t y
p.

19).

Th e y

626
have n e g o t i a t e d

four co n t r a c t s

1976-77,

1977-78,

fa cul ty

went out on a o n e - d a y

n eg o t i a t i o n s
More

changes

c ol le ge s and
length

19 7 8 - 81 and

(NCSCBHEP

have been made

of o r g a n i z a t i o n

not

been

seve re

than at a n y
included

as

at

Most

of

in the

(17)

under wh ic h

of the other

eight

study.

of contr act s
of

as

changes.
most

than

of

at

some

layoff.

the

total changes

and Western
E n ro l l m e n t

of

were

the

made

other
in

the

in the

67%

(50)

were

decisions.
dealt with

Twentylayoff.

contr act s were

In these six changes,

layoff m a y occur were

nine

contract.

area of e mp lo ym en t
of the

of

Wester n

layoff have not been

ch an ge s

(1981-84)

Neither
offers an

of c o n t r a c t s .

ten major ch an ge s made

language ab ou t

of 75,

75 ch an ge s made at Western,

ge ner al

three pe rce nt

a

in this study,

the

of the cu rr e n t

total

in this

long

number

Western

1977 W e s t e r n ’s

over st al le d con tra ct

and rights,

large number

typical

Of the t o t a 1

Six of the

the

In

the years

3).

threat s and e x p er ie nc es

institutions.

made

p.

nor number

o r g a ni ze d

w r i t t e n the

negotiation

stri ke

under e x a m i n a t i o n

d e cl in es and
more

for

w hi ch cover

1981-84.

in au t h o r ity

universities

ins titutions
has

1983,

at W e s t e r n

easy explanation
has

since,

the co nd it io ns

e x t e n s i v e l y altered,

f a c u l t y ’s a d v i s o r y role was s t r e n g t h e n e d and the re co u r s e
gri ev an ce

of W e s t e r n ’s de ci sio ns

Twenty-five
conditions,

nine

percen t
of

(19)

which

in

the
to

to layoff was e l i m i n a t e d .

of the ch ang es were
involved

minor

in work ing

chang es

in

627
de l i n e a t i o n of

f ac ul ty

The a d d i t i o n of
be

a s si g n m e n t s

and

m e r i t bonuse s and mar ke t

d e t e r m i n e d by

the a d mi ni st ra ti on ,

r e s po ns ib ili ti es.
e q u i t y raises,

were two

chang es

to
of

major s i g n i f i c a n c e .
Procedures

for c u r r i c u l u m changes

are

large ly h a nd le d

t hr ou gh the F a c u l t y Senate and relat ed c o l le gi al

structures,

w h i c h preda te

The F a c u l t y

Senate

has

members.

the chapt er
both

made

by

layoff

in

p. 35).

a

and

recommendations
is

the

role,

if

are

repo rt

any,
The

m ig ht

be

changes
for

the Fa cu lt y

clear

not

bound

that

the

by

the

Senate and that the A.A.U.P.

b a r g a i n i n g agent

for

the

faculty.

that this re ference was ad de d when

with

Senate-Chapter

a c c o r d i n g to f a c u l t y

in the

makes

its

in the

the c o n d i t i o n s

of m e m b e r s of the Senate wo ndered what

bargaining.
good,

to programmatic
among

f ac ul ty

sole

am on g

little m e n t i o n e d

w hi ch

of the F a c u l t y

F a c u l t y inform an ts
a number

as

facult y

The co nt r a ct men tio ns

provision

administration

Chapt er

matte rs are

the a d m i n i s t r a t i o n

campus.

and

for the re f e r e n c e

(1981-84,

Senate

administrators

Curriculum

co n t r a c t except

on W e s t e r n 's

the

onset

of

relationship

informants,

the S e n a t e 's
co ll e c t i v e
is g e n e r a l l y

and there

is overl ap

l e a d e r s h i p of the two b o d i e s .

A s s o c i a t i o n Rights
The a g e n c y shop p r o vi sio n has been c h ang ed
the s t i p u l a t i o n that

to el im ina te

those who refuse to pay either dues

or

628
the

servi ce

place

of

fee

mu st be

te rmi nat io n,

added.

A

e qu iv al en t

to

scholarship

fund

(1981-84,

other

p . 8).

is

or

8).

have

(A.A.U.P.)

e ither

the A . A . U . P .

been

the A m e r i c a n
test

choo se to pa y an

into

In

the

Ac a d e m i c

of

amount

University
Freedom

Fund

Tho se who refu se a n y of these a l t e r n a t i v e s

will be s u s p en de d
This

Professors

dues

p.

who meets

objector may

the

(1976-77,
alternatives

unit me mb e r

of U n i v e r s i t y

be ing a c o n s c i e n t i o u s

9).

two

bargaining

Association

terminated

for two w o r k i n g days per year

a minor

(1981-84,

the author ity

p.

re d u c t i o n

in

of the

for this

chan ge was the p r ob l e m of

Chapter.
Part

of the r e as on

de c i d i n g

to

en fo rc e

the

termination

provis i o n .

a c t u a l l y p r e s e n t e d wi t h a fa cu lt y mem be r who
the

dues,

the

reco gni ze
persons

ex ec u t i v e s

that a l t h o u g h
to pay

have

ap p a l l e d

reques t

that

terminated,
contract.
Chapter

many believed

for ser vic es

e mp lo ym en t seemed

a harsh

other
the

however,

Chapter

of the

w h ic h

penalty,

member s

of

the

n o n - c o m p 1 iant
would

mea n

When

re fus ed to pay
were

it fair

forced

to requi re

th ey r e c e i v e ,

loss of

and e n fo r c e m e n t

might

union.

F a i 1 ing

to

fa cul ty

me mb er s

be

failure

to

en for ce

the

To a vo id being faced w i t h this d i le m m a again,

ne go t i a t e d a

chan ge

in the

to

provis ion to

the

provide

a l t e r na ti ve s to t e r m i n a t i o n .
Faculty
res ist

informants report

inclu sio n of

that W es te rn did not s t r o n g l y

the a g e n c y sh op provis ion in

the

first

629
contrac t
be

because W e s t e r n re as o n e d

less thr ea te n ed

the m e m b e r s h i p has

and

t h er ef ore

not been an

the b a r g a i n i n g unit m e m b e r s
the re p r e s e n t a t i o n
In

a seco nd

gained

the

change

(1981-84, pp.

fa cu lt y me mb er s and

this

to

clau se

procedures,
as

much

minor

a dde d

however,
influence

p art icu lar

member s

increase

5-6 ).

A f f i rm at iv e

report that

to

layoff

the right

to hire,

f ac ul ty m e m b e r s and

programs

(1976-77,

co mm i t t e e s before
The

p.

5).

earlier

necessar ily al lo w the

they

well

two

were us u a l l y

contract.

now

have

in

faculty

selection

a u t h o r i t y of the

This

of
is a

faculty.

Rights

The or iginal c on t r a c t c o nt ai ned a

included

Act ion

of these two

to serve on these c o m m i t t e e s .

as

five

no minates

facul ty

on such

the

did not
as

of

has

on these c o m m i t t e e s .

in the collegial

rights

Chapter
each

The Chapt er

Ma na g e me nt

management

of

the U n i v e r s i t y General E d u c a t i o n

re pr e s e n t a t i v e s

was

member to

including

ope nings

informants
have

a

the

the P r e s id en t selects one

when there are Ch ap t e r

al low ed

A great m a j o r i t y

this section,

to nominat e

C o o r d i n a t i n g C o m m i t t e e and

Faculty

issue.

The size of

bel on g to the C h a p t e r , a l t h o u g h

in

co mm itt ee s,

C o m m it te e

less radical.

vote was c l o s e .

right

University

that a secure union would

general s t a te me nt of

as six sp ec if ic
terminate,

examples,

promote,

to establish,

which

tr ansfer and

modify,

or a b o l i s h

These six sp ec if ic ex am pl es

have

630
been d r o p p e d

in the c u r re nt con tr ac t

(1981-84,

letter of a g r e e m e n t with the a d mi ni st rat ion ,
agree d that the

intent

language" and make
un io n rig ht s
that

the cha ng e

management

a g r e e m e n t , " in
(1981-84,

p.

extent.

be

a

the Ch ap te r

intended

under

the

to the cl a u s e

to d i m i n i s h the
a r tic le

has

“onero us

letter goes on to

in

on

state

rights

the

six s p e c i f i c ex am pl es

the

letter

reduc es

of

agreement,

administrative

of

1976-7 7

were gi ve n

have

point ed

more s u c c e s s f u l

in

out

this

chan ge

to

a minor

aut ho r i ty

In formants here and elsev/here,

aut ho r ity in
in

The

In a

74).

administration,
will

74).

wh ic h the

Despi te
potent ially

p.

is "not

g r an te d

5).

in this change was to remove

this clause more similar

(1981-84,

p.

from both

that

un io n and

the a d m i n i s t r a t i o n

defeating

challenges

a part icular area by never ment ioning

contract

than

by

a s s e r t i n g their

c o n t r a c t and then d r o p p i n g the r e f er en ce
a subsequent contract

to

its

the area

aut ho r ity

in the

to the a u t h o r ity in

(See O a k l a n d . Sala ry D e t e r m i n a t i o n ).

Em pl o y m e n t

Deci si on s

Initial A p p o i n t m e n t
Two minor c h an ge s have reduced a d m i n i s t r a t i v e a u t h o r i t y
and

increased

the c o l le gi al author ity

minor

extent.

One

involves

letter

of a p p o i n t m e n t and

of the

the content

the other

pr ovides

fa c u l t y

of

the

to a

initial

for c o n s u l t i n g

631
the

C ha pt er

changed.
offers
in

when

a

me mb e r ' s a p p o i n t m e n t

The or ig i n al

c o n t r a c t re qu ire s

a p o s i t i o n to a candi da te ,

writing

(1981-84,

of the

pp.

"terms

15-16).

that W e s t e r n

and

it informs
conditions

candidate

terms an d c o n d i t i o n s . . .as f o l l o w s :
salary,

cr ed i t

length

of p r o b a t i o n a r y period

84,

p.

16).

for prior

This

author ity in

s e rv ic e

is a minor

that the

that there
f a cu lt y

is

m e m b e rs

em p l o y m e n t

appointments.
track
years,

F a c u l t y me m b e r s

to

appointment

or

understandings

terms

of

the

t h ro ug h

th e y

until

hired

in the

of new

this

case

of term

no n- t e n u r e

renewed

beyo nd

of

the

e x p e c t a t ions

based
with the

four

going to

appointments

significance

of

wi t h

on these

t h e y are

b e li ev e t h e y have

report

conditions

co mp l i a n c e

it

the terms

in the minds
and

ca n no t be

track

and

(1981-

F a c u l t y me m b e r s

b e li ev e that

tenure

misunderstanding

is g r a n t e d )

before d e c i d i n g

is p a r t i c u l a r l y true

may mistakenly

shi fted

chair.

their

wh ic h

of "the

in the ad mi ni s t r a t i v e

confusion

W e s t e r n 1s

ap po i n t m e n ts ,

further provides

a d m i n i s t r a t i o n cannot v/ait

a b o ut

r e q u i r e m e n t . This

e m p l oy me nt "

in w r i t i n g

(if a n y

reduction

so m et im es

despite

of

the type of appo in tme nt ,

for that m e m b e r .

still

being

the ca nd ida te

(if a p p r o p r i a t e ...)"

has hired and o b s e r v e d the member
of the a p p o i n t m e n t

is

that wh e n We s t e rn

The c u r r e n t co nt r a c t

must a d v i s e the

status

be

through
letter

of

on verbal
department

632
In

a related,

involved

second change,

in d e c i s i o n s

to change

original c o nt ra ct pr ovided
a mem ber 's

status,

that

We ste rn

w r iting (1976-77, p. 16).
We ste rn

cann ot

"...without

f a cul ty

a member's

has become

status.

The

in the event of a cha ng e

would advi se

the

in

individ ual

in

A c c o r d i n g to the c u r r e n t co nt ra ct

change

a

m e m b e r 1s

type

of

employment

first co nt a c t i n g the C h a p t e r , e x p l a i n i n g what

planned and why,
changes"

the

and con su lt in g wit h the Chapt er

(1981-84,

p.

16).

This

is

is

on pro pos ed

a

minor

for

the

ga in

in

col legial authority.

De pa rtm ent al P o l i c y St atements
Four

change s

app roval and
The

issue

author ity,

is the

level that

of the

employment

the

most

and

gi ven

in

authoritative

Exp er ti se
of

one can argue

in

their

fa cul ty co ll egi al
level.

It

is at

most c o n v i n c i n g l y

is based on expe rt

qu al if ic at io ns and pe rf o r m a n c e

members and a d v i s a b i l i t y of a c ad em ic

of

their d e p a r t m e n t - l e v e l

basic source

fa cul ty r e c o mm en da ti on

in matter s

the ext en t

both

is ex er ci se d at the d e p a r t m e n t

the de pa rt m e n t
that the

often

recommendations.

which

is

is th rou gh p ro ce du re s

facult y make

w hi ch are

fa cul ty

disciplines,

It

in

creation,

Pol icy S t a t e m e n t s .

these ch ang es

author ity

that

recomme nda tio ns,
am ong

in

decisions.

Sta te me nt s

pro ce du re s

of the D e p a r t m en ta l

col le gi al

ed uca tio nal
these

change

un de r l y i n g

faculty

addres s

judgement
of

fa cul ty

policie s and changes.

633
Fa cu l t y

informants

departments
their

have

not

the c o n t r a c t .
ap pr ov ed
which

is

not

the a d m i n i s t r a t i o n
Of the four

a u t h o r i t y to

it

the

w hi ch

de par tments,

to

have

departments

pro posed

gr an ti ng

final

for

contract,
and the
reasons

att em pt s

that

the

the S t a t e m e n t s .
deans

and resubmi t
to them

to re sol ve

and

administration
The original

the

Chapter

by

A ca de mi c

Affair s

(1976-77,

pp.

to

30-31).

con tr ac t

check

the

to

his/her

The exte nt

in a sub se qu en t

"chairperson,

the

has

forwa rde d to the

"prior

Vice Pres ident shall a p p r o v e ... or
r e j ec ti on s

the

with the Ag re eme nt

auth o r ity to not ap pro ve
the

the

re co m m e n d e d by the

that these co m p l i e d

wh ich stat es that

for

not

S ta te me nt s

the D e p a r t m e n t a l Pol icy Statements,

ap pr ov al "

of ad mi n i s t r a t ive

under

co n t r a c t chang es w h i c h have bee n

had been ra t i f i e d and
see

P r e s id en t

Thos e

A n o t h e r rea so n

re turned

and with U n i v e r s i t y p o l i c y befo re t h e y were
Vice

of

more au t h o r ity

to review

these have been

clear

reje ct

that

a p p r ov al

the St at e m e n t s are

the d e p a r t m e n t

u n s u c c e ss fu l

problems s u r ro un di ng

Statements,

40% of

the

for r e v i s i o n .

in r e l a t i v e l y

provided

that

fo ll ow i ng

makes

of

Statements.

is w i l l i n g to a l l o w .

failure of some

e a r 1 iest

Procedure

f a c ul t y of

their St ate men ts whe n

40%

a d mi ni s t r a t i v e

that some d e p a r t m e n t s

than the a d m i n i s t r a t i o n

about

a p p r o v e d are not e n f o r c e a b l e

One reas on

a l l o w the

is the

that

secur ed

pr op os ed D e p a r t m e n t a l

Statem en ts w hic h are

made

rep or t

and the dean,

return the m with
department

for

634
modification..."
en h a n c e m e n t

(1981-84,

p.

This

a dde d

is

the

provision

pe r i o d i c a l l y re vi e w St at em en ts
d e t er mi ne

if the

University Policy

whi ch

Sta te me nt s

a

minor

m a y requi re

This

change

Western

ma y

it has a l r e a d y a p pr ov ed

con tinue

to c o m p l y
(1981-84,

that the

its St at em en t after c o n s u l t a t i o n with
31).

that

and with the Ag r e e m e n t

The a d m i n i s t r a t i o n

p.

is

of a d m i n i s t r a t i v e au thority.

Also

to

34).

p.

with
32).

d e pa r t m e n t m o d i f y

the Chapter

is

also

a

minor

has

been

increased

(1984-84,

increase

in

a d m i n i s t r a t i v e au t h o r i t y .
Co l l e g i al
minor

aut ho r ity

changes.

St at em en ts

According

to one

include

po li ci es

must

recommendations.
policies

for

a p p o i nt me nt s,
optional
p.

The

or iginal

of

r e a p p o i n t m e n t s and

these c h a n g e s ,

for

making

co nt r a c t

making recommendations

t h r o u g h two

for

sa bb a t i c a l

The c u r r e n t c o n t r a c t

develop a Statement which

re quires

that

promotion,

leaves were

part of the D e p a r t m e n t a l P o l i c y Statement

30).

p e r so nn el

pr ov id es

tenure,

the

an

(1976-77,

that the de pa rt m e n t

includes such proced ur es

(1981-84,

p . 33) .
The se c o n d ch an g e
the cu r r e n t agree me nt ,
of the

C h ap te r and

will meet

in a letter

according

of

understanding

to which a

a representative

of

of

those d e p a r t m e n t s

their

St at e m e n t s

(1981-84,

p.

in

r e p r e se nt at iv e

the a d m i n i s t r a t i o n

to d e v e l o p a mode 1 St a t e m e n t which will beco me

State me nt
own

lies

the

wh ic h

have not

developed

69).

Faculty

informants

635
report that this minor

e x t e n s i o n of the

fa culty's coll eg ia l

a u t h o r i t y has not ac co m p l i s h e d the

end of p r o v i d i n g all the

d ep a r t m e n t s

the re for e

with

Statem ent s
a g r e em en t

approved,

because the two r e p r e s e n t a t i v e s
on

the

model

d is a g r e e m e n t about
de pa rt m e n t
a c ad em ic

and

Statement.

the extent to

should have

enforceable,

have not reache d

A major

w h ic h the

author ity in

fa cul ty

the process

and e mp lo ym en t de c i s i o n s are m a d e .

c e r t a i n l y be a d d r es se d

obs ta cl e

in n e go t i a t i o n s

The

is

of the
by which

issue will

of the new c o n t r a c t .

Ev alu at io n
Six change s
All but one

have been

of these have

a u t h o r i t y or reduced
C o ll egi al
changes.
eva luate
the

facult y

evalue e

the

"formal

28).

Second,

summa riz e

pr ofe s si ona l

been

the

p.

col legial

which
29)

had

be part of

the Depar tme nta l Pol icy

rights.

two

minor

f ac ult y c o mm it t e e s
re qu ire d

a

who

to provide

of

ev al ua t i o n

wr itten

s u m m a r y . ."
been d r op pe d

appropriate departmental

(1976-77,

included.

in

the p r o v i s i o n has

eva lua tio ns

n e c e s s a r i l y so

reduc ed

inf orm ati on about

com pe te nc e

f a c u l t y 's

communication

i n t e r v i e w . . .and

req uir ed that

comm itt ee

has

me mbe rs are no longer

r e s u l t s ...including

which

the

procedures.

fa cul ty m e m b e r 's individ ual

the de p a r t m e n t a l

with

p.

in e v a l u a t i o n

re du ce d

auth or ity

First,

(1976-77,

made

faculty

a

fa cu lt y m e m b e r 's

been

obt ai ne d through

These two r e s p o n s i b i l i t i e s may
St ate men ts

but are

not

636
Added
c o n du ct ed
one

is the

requirement

in e v e r y c la ss

sem est er

per year

that

taug ht

by f a c u l t y m e m b e r s at

(1981-84,

p.

re quired that st ude nt e v a l u a t i o n s
and tenure de ci s io n s,
earlier

co n t ra c ts

co n du ct ed

so

for

change

facul ty

did

ev a l u a t i o n s

to

of their

Droppe d

r e qu ir e
or

above,

is

rights.
still

Faculty

followed

beco me

p.

p.

to the

of

than

p.

28).

ind ividual

co n d u c t

stude nt

This

report

a n a l y s i s of

change,

in in dividual
that

being

like

those

fa c u l t y m e m b e r s '
this

procedure

is

in some d e p a r t m e n t s .

for

ev al ua te

appropr iate,

conduct

(1981-84,

28).

f a cu lt y at

making employment decisions
to the c u rr en t

The p r o v i s i o n has been added
ca ll e d

Western may

p.

other

re c e i ve a com pu te r

inform an ts

evaluation

Agreement,

be

p r o p e r t y of the mem be r

29).

in a minor a d d i t i o n
28).

evaluations

that the or ig ina l co p ie s of

the

decrease

other than re qu i r e d

84,

the

the right

Ad m i n i s t r a t i v e au th o r ity to

ex pl ic it

But

teaching.

(1976-77,

a minor

least

contracts

(1976-77,

to

be

in p r o m o t i o n

pu rposes

when

d e ci d e

evalu at ed and that the me m b e r
results

that

tenure

in

is the s t i p u l a t i o n

student e v a l u a t i o n s

the

for

reduct ion

members

Earlier

be c o n s i d e r e d

p r o m o t i o n or

is a

28).

the cu rr en t c o n t r a c t .

not

frequently

consideration
This

as do es

st ude nt e v a l u a t i o n s

for

from

revie ws

in
time

other
to

t imes
is made

contract
that

"in a d d i t i o n

port ions
time

(1981-

as

of
it

this
deems

of profe ss ional per f o r m a n c e ..."

637
O n l y one ch a n g e
the

fa c u l t y

contract,

e x pa nd s

in evaluat io n.

Article”

In a minor ad d i t i o n

the same as those

(1981-84,

f a c u l t y have

recommendations
evaluation

inv olv eme nt
in

which are

of

a recent
non -t en ur e

are to be e v a l u a t e d th r o u g h r e v i e w which

"shall g e n e r a l l y be

article,

co ll eg ia l

f a c ul t y on term a p po in tm en t,

track a p p o i nt me n ts ,

Tenure

the

p.

pr ov ide d

28).

for

According

in
to

"the right and r e s p o n s i b i l i t y "

(1981-84,

p.

26).

is e x t e n d e d to cover

the
that

to make

F a c u l t y inv ol ve me nt

non-tenure

in

track a p p o i n t e e 's

evaluations.

Pr omo ti on s
The

f a c u l t y and a d m i n i s t r a t i o n share r e s p o n s i b i l i t y for

p r o m ot io n d e c i s i o n s
Cri te ri a

used

descr ibed

in

in

p r o f e s s io na l
(1981-84,

evaluation

the

19-20) .

recommendations
of

for

the

c o m p et en ce

or add o t h e r s .

evaluate,

or

departmental

in

and

teaching,

promotions
departmental

(1981-84,

m a y expand

The d e p a r t m e n t a l

r e c o m m e n d , and
pp.

promot ion

for n o t i f y i n g c a n d i d a t e s

status at this
m a y appeal

are giv en

The v ar io us d e p a r t m e n t s

three c r i t e r i a

responsible

s y s t e m of review.

for p r o m ot io n

contract:

pr o m o t i o n c o m m i t t e e s

cha irs

track

r e c o g n i t i o n and p r o f e s s i o n a l l y rel ev an t servic e

pp.

upon t hese

t h ro ug h a dual

rank

order

20-21) .

committees

for pr o m o t i o n

The
are

of their

s ta ge so that those who were not re co mm end ed
w i t h d r a w their

promotion

names

(1981-84,

p.

21).

c o m m i t t e e s also no t i f y the cha ir s

The
of

638
their

d e p a r t m e n t s and

their C o l l e g e

cons is ti ng

of re pr es e n t a t i v e s

rank

the

order

these

reviewed

e le ct ed by

recommendations

to the d e a n s .
the

Meanwhile,

have

and

co nv e rg e

p r o mo ti on

p.

(1981-84,

in the

forwards the r e c om men da ti on s,

forward

the d e pa rt m e n t cha ir s have
committees'

forwa rde d these tog eth er

de p a r t m e nt c h a i r s ' own c o m m e n ts
re co m m e n d a t i o n s

the d e p ar tm en ts ,

for p r o mo ti on

departmental

r ec om me nd a t io ns and

P r o m o t i o n Committees,

office

re ce i v ed

with the

22).

of

All

three

the de a n

from these d i f f e re nt

s o u r c e s , to gether with the d e a n 's own comments,

to the

P r e si de nt

22-23) .

for Ac ad em i c

each s t a g e ,

A f fai rs

the m e m b e r s

under

who

(1981-84,

pp.

c o n s i d e r a t i o n ma y

Vice
At

appe al

or

m a y w i t h d r a w their n a m e s .
Th r o u g h
author ity

contract

have taken

which have

alter ed

given be lo w

in

negotiations
place

six

in these

administrative

the c h r o n o l o g i c a l

minor

shi fts

procedures,

authority.

order

most

These

in which

of
of
are

th e y occur

in the d e c i s i o n - m a k i n g p r o c e s s .
Added

is

the

p r o mo ti on c o m mi tt ee
cand idate

for

that

under

(1981-84,

increase
the

whether

names
or

not

in

the

departmental

p.

21).

This

c o n s i d e r a t i o n a little more

the bas is upon whic h

minor

that

co nsider a n y mater ial su bm itt ed

promot ion

facult y member
over

requirement

the de c is ion

individual
of
the y

rights.

all person s

gives

It is

for

the

influence

is made and so

eli gi bl e

are r e c o m m e n d e d

by the

is a

now require d

for

promot ion,

promotion,

be

639
f o r wa rd ed to the Vice
84,

pp.

21-22).

President

Me mb er s

may,

for A c a d e m i c Affai rs

however,

w i t h d r aw their

from c o n s i d e r a t i o n at a n y stage of the process
21-22).
to

a

The

in that

administrators

for el i g i b l e m em be rs

not r e c o m m e n d e d

e xt e n t

committees.

A

individual
names

second

rights.

of

those

ch a ng e

Faculty

not

is

a

recommended

are

not pr eve nt

a mem be r

from be in g c o ns i d e r e d

turned

or

do w n

who

for

of a l l o w i n g

consideration
recommended

the

by a

m em be rs

that
will

for promotion.

continually

conse que nce ,

facul ty c o m m i t t e e
administrator
than the

committee.

to wi t h d r a w

faculty

at an e a r l y level

recommendation

so

favor with colleag ue s,

rather

faculty

p e rm it s

in

not

is that this changes also al lo w s a

r e c o m m e n d e d by an

of

ma y

that the

considerations

Anoth er

of the a d m i n i s t r a t o r

colleagues

chan ge

pp.

faculty

increase

not n e c e s s a r i l y be

not r e c o m m e n d ed

s u b s e q u e n t l y not

the

out of

promot i o n .

informants,

is

the a c t i o n

is

the de a n will

m e n t i o n e d by
member

who

by the

forwarded

non-professional

a fa c u l t y me m b er

involved

informants ex pla in

or other

the chair

(1981-84,

minor

personality

Thus

names

first c ha n g e s e x t e n d s a d m i n i s t r a t i v e aut ho r ity

minor

con si de r

(1981-

to grieve
act ion of

The a s s o c i a t e d

their names

m em be rs

and

who

are

from
not

to av oi d having the negativ e

pa r a d e d up t h r o u g h

the su bs e q u e n t

stages of

review.
The c o m p o s i t i o n
been c h a n g e d

of the C o ll eg e P r o m o t i o n C o m m i t t e e s

in two minor

ways.

First,

the deans

has

no longer

640
serve

as n o n - v ot i ng

21).

Second,

are me m b e r s
77,

p.

of the a d m i n i s t r a t i o n,
Administrative

change.

department

ch ai r s

recommendations

or

20;

g iv en

1981-84,

deans

in the Co ll eg e
a

been d r o p p e d

p.
who

(1976-

in creased

in formants point out
comment

the ex er c i se

them

has

first change and

Faculty
and

in

invo lve men t

has

p.

author ity the C ol le ge P r o m o t i o n

is r e du ce d by the

the sec on d

their

(1976-77,

the p r o v is io n e x c l u di ng de pa rt me nt chairs,

20).

Committees

me m b e rs

on

that the
promot ion

of their offices
P r o m ot io n

second

by

and that

C o m m i t t e e s gives

op po r t u n i t y

to

influence

p r o m o ti on d e c i s i o n s .
The

final ch an ge

elimination
e xp en de d
contract

in

on

in

p ro mo ti on s w h i c h

(1976-77,

a

p r o m o t i o n pr oc ed ur es

s u b se q ue nt c o n t r a c t s

a d m i n i s t r a t i o n to
grant

in the

p.

was pr ov ide d

55).

de te rm ine

of the

This

p ar ti cu la r year

and

set sum to
in

chang es

w h a t amount
is a

is the
be

the original
frees

the

of p ro mo ti on s
minor

to

increase

in

a d m i n i s t r a t i v e authority.

Tenure
The
defined.
no ti fi ed
length of

tenu re

at We ste rn

Faculty

hired on

in their

ori gin al

p.

wh ich m ay
24).

be

A member

are

tenure track
letters

the ir p r o b a t i o n a r y per iods,

six years and
(1981-84,

pol ici es

reduced

generally

well

a p p o i n t m e n t s are

of a p p o i n t m e n t

of the

which cann ot

exceed

for prior

e x pe ri en ce s

ma y request e a r l y c o n s i d e r a t i o n

641
for tenure.

P r o b a t i o n a r y fa cu lt y are

ev a l u at ed

by Wester n

ev er y other year and are given a w r i t t e n c o p y of
by the

d e p a r t m e n t chair

expectation

is

appointments

that

(1981-84,
perso ns

will be

gr a n t e d

meets W e s t e r n 's s t a n d a r d s .
how long a
term

or

faculty mem be r so
years.

hired
ten ur e

if

necessary,

appointment

T he se

probationary
elsewhere.
t e m po ra ry

a f f o r d ed

a no n- t e n u r e

m a y be

faculty

members.

f ac ul ty
The

offered,

who

to

factors other

than the ir job p e r f o r m a n c e .

cr iter ia

used

pr o b a t i o n a r y

in

faculty

decisions
member.

to

imply that n o n - r e a p p o i n t m e n t

members

for

layoff and such
related

rights

other than

f ac ul ty m e mbe rs are
(1981-84,

p.

on

permit

m ig ht be

tenure

35).

and
track
upo n

the qu e s t i o n of

retain

or
in

tenure
the

of probat ionary

inadequ ate

of

to the term

P r o v is io ns

art icle

reason s

po licies

e m p l o y m e n t d e pen ds

not e n t i r e l y clear

in

e m pl o y m e n t which

acquir e

but whose

is

four

f l e xi bi li ty

than they

ap poi nt me nt s

The c on tr ac t

continued

the

non-reappointment

secure

hope

and

for a tenure track

is tr an s f e r r e d

m ay

of

track

for up to

These

to be more

i n s ec ur i t y

faculty,

by

track

is not ce r t a in

f a cu lt y m e m b e r ’s

be

the

the ir per formance

pr oc e d u r e s a l l o w We ste rn
of a

might

p ro b a t i o n a r y

tenure

a p p o i n t e d m a y be renewe d

earlier years

e l s ew he re

Generally

on

The mem be r m a y then be c o n s i d e r e d

appointment.
the

26).

When W e s t e r n

p o s i t i o n will be
temporary

p.

the revie w

layoff
faculty

per fo rm an ce

el igible

a

is a

for recall and

However,

departmental

642
needs m a y
84,

p.

be c o n s i d e r e d

c r i t e r i a used

used

faculty

for

are

the

recommendations

and

of

to

(1981-

to

department

forward these

The P r e s i d e n t

in the pr o c e d u r e

cre di t

to

grant

has been d r o p p e d

for

(1976-77,

authority

a pp oi nt me nt s,
informed

pp.

is

discussed
that

p.

tenure"

the

newly

in the or iginal

letter

of servi ce cre dit

add

26-27).

gr ant ed

the ir

to

in

p.

in this

with

the sect ion

p.

facult y

19).

27).
process.

of service

in earlier

of a p p oi nt me nt

(1981-84,

27).

elsewhere,

This minor

hired

p.

the Board

(1981-84,

exper ience

23),

and

The deans

(1981-84,

been made

associated

a bo ve

The

r e c o m m e n d a t i o n s ap pe nd ed

r e c o m m e n d a t i o n r e f e r r e d to

requi re me nt ,

who

for d e c i d i n g what amount

fa c u l ty

involved

c o m m i t t e e s are

p r e s e n t s tenur e re co m m e n d a t i o n s

First,

co l l e g i a l

are

in

levels.

tenure

for A c a d e m i c Affai rs

have

level,

department committees

with the ir s e p a r a t e

minor ch a n g e s

departmental

college

(1981-84,

"sole power to confer

Five

faculty

chairs,

those of the

to the Vice P r e s i d e n t

tenure de c i s io ns

departmental

where

the

are the same as

In

department

both to the deans

w h i c h has

at the

at

the

the

recommendations
forward

only

promotion decisions

department

f o r wa rd ed

in tenu re de ci si on s

p r o m o t i o n de ci s i o n s .

involved

c o n t r a s t to
at

decisions

69).

The
those

in m a k i n g tenure

the

con tr ac ts

red uc t ion
the
on

in

added
initial

memb er

be

of the amount
Wi t h

service

643
credit decided,

the

length of the p r o b a t i o n a r y peri od can be

determined.
Two

minor

d ep ar tm en t

c h an ge s

tenure

candi dat e

p.

26).

w hi ch

by

prior

de pa rt me nt c o m m i t t e e s
report that
for tenure
year

candidates

that

p.

from ch an ge s

in ratin gs

cau se d by

change s

26).

co mm itt ee
p.

to

consider

26;

1981-84,

on collegial

made

by

Chapt er

tenure
earlier

informants

to protect ca nd i d a t e s

of their per fo rm an ce
in

the

or other

department

re co mm e n d a t i o n s

(1981-84,

the

right of

r e st ra int

the

this pr o v i s i o n was added

to year

of

has been reduc ed

(1976-77,

is a minor

re qui re s

committee con si de r

the

fa cu lt y tenure

The sec on d chan ge

authority

First,

being r e vi ew ed"

that the

materia l s u b m i t t e d

pr oc ed ur es

to "append a w r i t t e n s t a te me nt

to ma t e r i a l

the req ui re me nt

the

com mi ttees.

for ten ur e

document(s)

alter

the m e m b e r s h i p

from

of the

committee.
A d m i n i s t r a t i v e a u t h o r i t y has been ex te nde d
changes.
tenure

First,

departmental

decisi ons ,

ac c o r d i n g

needs m a y now be co ns id e r e d
to a

letter

the cu r r e n t

co nt r a ct

added to

the ori gin al

con tra ct *s pro vi si on s

sole a u t h o r i t y to confer

"under no c i r c u m s t a n c e s shall
(1981-84,

p.

27).

members ret ai ne d

(1981-84,

tenure

in

of u n d e r s t a n d i n g

added to

has

in two minor

p.

69).

Second,

that the Board

is the pr ovi sio ns

that

tenure be acq ui re d by default "

This chang e pre ve nt s p r o b a t i o n a r y faculty
beyo nd

the m a x i m u m p r o b a t i o n a r y

period of

644
six ye ars

from

e f f e c t i v e l y ar gu in g that

they are de

facto

tenured.

D i s c i p l i n e r D i s c h a r g e and T e r m i n a t i o n
Of
rights

the

in these areas,

"Rules
after

five ch ang es

of Conduct",
the

P r o f e ss io na l
ad d i t i o n

over wh ic h the

to take

"c or r ec ti v e a c t i o n ... up

t hr oug h

p.

56).

this

r es pe c t i ng
a ss is t a n c e

such

Included

as

are

in
a

to and
areas

according

to these rules of

the U n i v e r s i t y
and

to

84, pp.

Faculty

rights

office hours,

obl ig at io ns

to

This gener al

and

authority

vaguely

state d
honesty,

s igni f icant
for

members
conduct,

others'
are

also

to "fulf ill

appro pr iate edu ca t ional du t i e s "

wh e n ac ti ng as a c i ti ze n

66-67).

of

respect

beyond

to observe r e g u l a t i o n s

which do not co nf li ct

c on si de r

discipline

66).

This

of c o ndu ct so co v e r ed

s h ow in g

required,

h ol di ng

formal

intellectual

p.

te ac hi ng and

66-67) .

including d i s m i s s a l "

number

(1981-84,

re as o n a b l e and

Professors'

acknowledging

st ud e nt s and

part

facul ty p e r f o r m a nc e

op inions

other

pp.

in

fa cul ty members'

practicing

conf identiality,
from

mo d e l e d

a d m i n i s t r a t i o n has

addition

re qui rem ent s,

in

areas of

condu ct

(1981-84,

is the a d d i t i o n of

University

(1981-84,

de cr e a s e
the

in a u t h o r i t y and

a pp en di x ar tic le

Ethics

major

it ex pan ds

important

As so c i a t i o n of

Code of

is a

because

the most
an

American

which were made

with a c a d e m i c
the

language,

freedom

in st itu tio n

in the c o m m u n i t y
which

of

and
(1981-

is ap pr o p r i a t e

645
in

a broad p o l i c y st a t e m e n t of

the A . A . U . P ., m a y be di f fi cu lt

a p r o f e s s io na l
to adapt

en f o r ce abl e c o n t r ac t

pro vi si on s

new

up m a n y

pr ov is io n opens

ad m i n i s t r a t i v e
vague nes s

of the

language

lead

Chapter

to

m ay deter

had

r e ac he d

co nd uc t and

was

The Chapter wa nt ed
gener al

A.A.U.P.

administration
there

have

no proble ms

1 ist

to

to do

of rules

so

of

was n e e d e d .
but p r ef er red

the

informants
yet

from

The a d m i n i s t r a t ion

in this area,

as

ve r y

is the result

such a s e ct io n

Chapter

to

and g r i e v a n c e s .

language

st a t e me nt

proposal.

been

pr ob a b l e that

spe ci fi c

no a d d it io ns

the

the a d m i n i s t r a t i o n

in n e g o t i a t i o n .

insiste nt that

The

co n d u ct

However,

this

ex te ns iv e and

list of

conduct.

facul ty

in te rp ret ati ons

in formants ex p l ai n that

pr op o se d an

the

it is

differing

of a c o m pr o m i s e

for fa cul ty

action.

d i s c i p l i n a r y a c t i o n becau se
would

for use as a

ar ea s of

disciplinary

bod y su ch as

spe ci fi c

rep or t

r e s ul ti ng

from

that
the

a d d i t i o n of the R u l e s of C o n d u c t .
In
m em be rs

a minor

improvement

no ti f i e d

discipline

of

now have

in individual

preliminary

change s

rights,
and

pro pos ed

the

right to

a

a p p ro pr i a te a dm in i s t r a t o r

to w hi ch

th e y may bring

r e p r es en t at iv e
Two
language
adapte d

(1981-84,

ch ang es
from
for use

were

A.A.U.P.

pp.
made

c o n f er en ce

with

the

a union

32-33).
as the

di sm is sa l

po li c y sta te me nt s

in the co ll e c t i v e

The earlier e x t e n s iv e

facul ty

were

for

cause

gradually

b a rg a i n i n g r e l a t i o n s h i p .

faculty a d v i s o r y role has been al ter ed

646
to a l l o w

for a

c l ea re r d i s t i n c t i o n betwee n

and

a d m i n i s t r a t i v e decision.

Under

the

facul ty

involved

di s m i s s a l

were c o l l e g i a l l y

for c a u s e .

First,

fa cul ty advice

the earlier
in

two stages

the Vice P r e s i d e n t

Affairs a p p o i n t e d an ad hoc

pr ov i s i o n s

f a cu lt y c o m mi tt ee

for Ac ad e m i c
which was

at te mp t an a d j u s t m e n t and to re c o m m e n d whether

or not

di s m i s s a l

p.

p r o c e e d i n g s were

d r o p p i n g of this
colle gi al

formal

order

ad hoc c o m mi tt ee

authority.

comm it te e

in

has been

hear ing,

A

is

second,

retained.

calling

(1976-77,

This

witnesses,

makes a r e c o m m e n d a t i o n
(1981-84,

and

more

for

cross-

(1981-84,

pp.

31-32).

to

the P r e s i d e n t , who

that

the Pres i d e n t 's re vi e w of the matter

of this 1 imitation,
to

a minor ex te n t

evi dence

not

32).

Earlier

of the pr ev io us hear i n g " ,
38).

c o n tr ac ts
"shall be

c o n d u c t e d by

With

the d r o p p i n g

the P r e s i d e n t 's author ity

is increased

in that

p.

a

al lo w i n g

req uired

(1976-77,

of

comm it te e co nd uc ts

issue

facul ty c o m mi tt ee

The

important,

the

the

formal

36).

d e ci de s

based on the record

p.

to

a minor r e d u c t i o n

e x a m i n a t i o n and r e c o r d i n g all ev id en ce
The c o m mi tt ee

of

he m a y co ns id er c i r c u m s t a n c e s

discussed

in the

hear ing

of

the

or

f ac ul ty

committee.
The

final change

administrative
te rminate a
the work

for

in

this area

author i ty

in dec id ing

faculty member who
health reasons

An added clause

re qu ir es

is a minor

reduction

whether

has been unable

for two years

or not

to

to p e r f o r m

(1981-84,

that the a d m i n i s t r a t i o n

in

p.

30).

"consider

647
re as s i g n i n g

and

r e t ra i n i n g

terminate" a facul ty member
p.

before

making a

decision

in these c i r c u m s t a n c e s

to

(1981-84,

30).

Layoffand.Recall
Fi f t e en change s were made
recall.

The most s ig n i f i c a n t of

co nd i t i o n s

under

prov is ion
layoff.
of

for

w hic h layoff

Chapte r

for

layoff and

these were c h a n g e s
may

be

in the

u n d e r t a k e n and

in

alternatives

to

r e c o m m e n d a t i o n of

Sever al minor changes al te re d

la id off

the

in div idu al

rights

f a cu lt y m e m b e r s .

Faculty
considered
changes

in p r o v i s i o n s

informants
by the

were

report

that

U n i v e r s i t y both

made.

Faculty

layoffs

were s e r i o u s l y

before and

informa nts

aft er

state

these

that

barga ining unit has d e c r e a s e d th r o u g h attr it ion by a b o u t
m e mb er s

(from

however,

may

enr ol l m e n t
pro ce d u r e s

a p p r o x i m a t e l y 865

to 773).

not

to

be

adequate

pa tte r ns and
for

layoff are an

important

100

This attr ition,

accommodate

funding p r o b l e m s .

the

sh i ft ing

C o n d i t i o n s and

issue at Western,

as

at most M i c h i g a n co ll e g e s and u n i v e r s i t i e s .
The c o n di t i o n s
me mb er s have
p ro vi si on s

under

which

W e s t e r n m a y lay off

been s i g n i f i c a n t l y

(1)

that

trigger

a

facult y

by hir ing

numbers

of

a speci f ic

layoff; and
in

(2)
some

that

changed.

are two

s t u d e n t / f a c u l t y ra ti o
Western

areas while

fa cu lt y inother areas

Dropp ed

facul ty

(1976-77,

may
laying
pp.

may

reallocate
off equal
32-33).

648
These two major
bal anc ed

by

the

a u t h o r i t y to

two

in

bona

(1981-84,

c o n s i d e r a bl e

administrative authority

major

lay off under

a d d i t i o n of a
layoff

decreases

fide

increases

increase

fina nc ial

The

layoff

Board

when

"the

or e l i m i n a t e p r o g r a m s

p .33).

(1981-84,

services,
35).
as

to

A minor
a

pr ovided

of

for
a

language p ro vi de s that
deems

it

n e c e s s a r y " to
of

inst ru cti on"
e x p a n d e d this

"when W e s t e r n deems

it p r ud en t and

contract

modify

or co u r s e s

or

of

e l i mi na te

in st ruc tio n

u n d e r s t a n d i n g to

that no layoff n ot ic es

of

1982 unless a bona

84,

p.

programs,

(1981-84,

fide

the

would

fina nc ia l

cu rr en t

p.

added

contract,

be sent be fore August
cri si s

oc cu rr ed

(19 81-

69).

In a t t e m p t i n g
the

is

r e s t r i c t i o n of a d m i n i s t r a t i v e aut ho r ity,

letter

the

has

curtail,

o f f er in gs

sec on d cha ng e

or c ou rs es

The c u r r e n t

p r o vi si on to a l l o w layoff
appropr iate

is

in a d m i n i s t r a t i v e a u t h o r i t y to lay off
E a rl ie r

"curtail

One

cri si s as a c o n d i t i o n

for p r o g r a m m a t i c ne cessity.
m a y occur

administrative

other c o n d i t i o n s .

34-35).

pp.

in

are

two

major

a d m i n is tr a t iv e
cond it io ns

for

to assess

increases
authority
layoff,

should

be c o n s i d e r e d .

layoff

m a y be

conditions,

more

a bona

be used as g ro un ds

and

two

e n ta il ed
the

in

re la t i v e

Perhaps

fi nancial
layoff.

significance

of

reduct ions

in

major

under

these
ease

cri si s

change s

in

of a p p l i c a t i o n

the new

readily und e r t a k e n .

fide
for

the re la ti ve

Of

c o n d i t i on s
the

two new

is least 1 ikely to

The a d m i n i s t r a t i o n bears

the

649
responsibility
occurre d
wa rra nt

for

and

demonstrating

that the

laying off

co urs es

for

also serve

layoff

(White

1983,

cri si s

has

p.

to

25).

The

event of c h a n g e s

would be easier

We s t e r n has

This

the

s u f f i c i e n t l y seve re

in the

or of fe rin gs

p a r t i c u l a r l y becau se
these c h a n g e s .

is

fa cul ty me mbe rs

pr ov is io n al l o w i n g
programs,

cri si s

that

in

to

implement,

final author ity

in mak ing

p r o g r a m m a t i c ch ang es

p r o v i si on would

a d e q u a t e l y in a n y c i r c u ms ta nc e

wh ich might

have

been co v e r e d by the r e a l l o c a t i o n c o n d i t i o n which was dr op pe d
in the cu rr en t c o n t r a c t .
Loss

of the c o n d i t i o n

the s t u d e n t / f a c u l t y
great

s i g n if ic an ce

ratio

to trigger

Faculty

initiated

pr ov is io n but were blocke d
W e s t e r n 's ca l c u l a t i o n s
U nder
no tif ied
Chapt er

the cu rr e n t
of

layoff

layoff wh ic h used de c l i n e s

on

informants hope

informants

layoff

in

be of

in a t t e m p t i n g

report

pro ce ed in gs

by erro rs

that

under

the
this

or d i s a g r e e m e n t s about

of the r a t i o .
l a n g u a g e , fourteen member s
the

basis

that all

of

the

have

been

pr og r a m c h a n g e .

of these me mbe rs who do not

other wis e secure

e m p l o y m e n t will

alternatives

re a s s i g n m e n t

as

layoff m ay not

gi ven W e s t e r n 's exper ience

to use this c o n d i t i o n .
administration

for

be ass is te d

or

th ro ug h such

early retirement.

The

Chapter

is wo rk i n g to this end

with We st er n under an added

co ntr act

p r o vi si on which all ow s

the Chapte r

d e p ar tm en ts

to

su gge st a l t e r n a t i v e s

to

or the aff ect ed

impending

layoffs

650
wh ich

"may

include

early

retirement

r e a s s i g n m e n t . . .alternative

or

r e du ce d

academic

year

a p p o i n t m e n t s . . .continuing e d uc a t i o n a l

c ou rse s up to

workload,

pr ogram"

35).

and

share d

We ste rn

load

is r e qu ir e d

such re co m m e n d a t i o n s "
prov ide d

that the

c o mm en t

al t e r n a t i v e s

in a n o t h e r
to "give

(1981-84,

Chapt er

on pr op o s e d
or

layoffs

minor

function to

This p r o v i s i o n

layoff article,
v e r y serio us

for the

"for the

1 ives

(1981-84,

p .34).

Such

w hi ch

when

require

W es te rn

give

ser ious

p.

co n t r a c t s

could ad vi s e

not

or

m e n t i o n speci fic

is a major

by

the

a d d i t i o n to the

a d m i n i s t r a t ive aut ho r ity
In the

a dd ed
agree s

preamble
that

and c a r e e r s
statements

of
of

a c ti on s

such

its

to

can

is

have

provis ions

requir ing
the

is "a

faculty..."

other
as

the

Western

intent

in i n t e r p r e t i n g

to

layoff

U n i v e r s i t y and that

m ay

that

al t e r n a t ives

faculty.

in

pr o v i s i o n

the most

in

la titude

d e t e r m i n i n g who
al l o w s

b a r g a i n i n g unit member
layoff

Earli er

consideration

consideration

increase

administration
added

used

specific

pr op os ed by the
Minor

did

the a d m i n i s t r a t i o n

co n c e r n e d

co n s e q u e n c e s

on

layoffs.

step"

(1981-84,

faculty.

restr iction
avert

35).

ser ious

colle gi al a u t h o r i t y of the
A

p.

but

a full

serio us c o n s i d e r a t i o n to

or d e p a r t m e n t

r e qu ir e

administration.

load,

Western

is

is

to be

to

de c i d e

who has s e n i o r i t y

juni or member

allowed
la id o f f .
to

reta in

the
An
a

in a d e p a r t m e n t and

of that d e p a r t m e n t w ho se work

651
the re t a i n e d mem be r

is able to p e r f o r m

Ch apt er

repo rt that

used.

inform ant s
Otherwise,

in the c o n t r a c t
pr ote ct

layoff pro ce ed s
under

fa cu l t y from

Seven

ch a n g e s

layoff
have

r ights

non-reappointed

chang e

exa mp le s

of

rights.

is made

in

pe rs on ne l

reasons

inadequate

me mbe rs

an

faculty

renewe d be cau se
r e a p p o in tm en t
el igi ble

is

for

increase

in

than

po s i t i o n

a layoff.

Thus

regard to
may

Faculty
of

which
not

individ ual

member s

informants state

been

good

Pe rso ns

are

who
a

would

is

not

the non-

la id off

number

this change
of

faculty

per fo rm an ce

needed,

rights

for

when a p r o b a t i o n a r y

have

and

gives

layoffs,

is no longer

cjnstrued,

members.

probationary

inadequate

r ights

recall

extend recall

fa cul ty

are

interp ret ati on,

reca ll

considerations.

with

wh ich

whose e v a l u a t i o n s
the

35-36).

added p r o v is io n

termination

With this

membe r

order given

p r o b a t i o n a r y facult y

for re aso ns other

be l a y o f f s .

pp.

probationary

performance.

by i m p li ca ti on

36-37).

has not been

layoff

of these

ch a n g e s

t e r m i n a t i o n of

that

made

One

inclu din g
of

by the

(1981-84,

been

and

This

provis ion

pp.

which tenure and s e n i o r i t y at Wester n

pr oc ed ur es
to

this

(1981-84,

are

of

other

is a

minor

probationary

facult y

a som ew ha t

greater

members.
The a d m i n i s t r a t i o n
effo rt

to provid e an ot he r

laid o f f .
make a

must

The ori gin al

"good

now make

pos it ion for a member

con tr ac t pro vi de s

faith'1 effo rt

to place

who

is being

that We st e r n would

a member

not ified

of

652
layoff

in an ot he r

layoff

(1976-77,

appointments

b a r g a i n i n g unit or other
p. 33).

only.

In

This

a p pl ie d

to tenure

track

time d u r i n g whi ch

the mem be r

is pr o t e ct ed

end

the

off member
"good
the

or three

faith

ef for t"

right

to be

has

unit

who has been

Three

under the

provis ions

recall rights exte nd

member s

on

Third,

me mbe rs

p.

have

p. 38).

The

de fi ne d as
for

is q u al if ied

pp. 38-39).
open

for

These

to the member

layoff.

This

is

increased
a minor

ind ividual

extent.

First,

not a p p o i n t e d

on the

r ights u n t i 1 the end of the ir one or
(1976-77,

to two years
39).

layoff to

laid

rights.

persons

terms of a p p o i n t m e n t

(1981-84,

(1981-84,

recall rights to

had recall

the

internal ap p l i ca nt

is t hr ea te ne d with

in individual

until

other ap pl ic an ts

of choices

or iginal contract,

tenure track

as an

the

dur in g which the

wh ic h the member

posit ion s

other

fa cul ty m e m b e r s 1

persons

for

the same

laid off or

increase

of layoff

(1981-84,

before

Also

has been ex te nde d

been more s p e c i f i c a l l y

expand the range

pr ovi sio ns

two year

recall

c on si de re d

to be c o n s i d e r e d

a minor

for

unit pos it io n s

non-bargaining

year perio d

track

this p r o t e c t i o n

appointments.

from n o t i f i c a t i o n

is eli gi bl e

b ar ga in in g
and

interval

of the two

to tenure

the cu r r e n t co nt r a c t

is not re st ri c t e d

to cover

po si ti on prior to

Second,

file

rec al led

fo llowing
an added

gri ev an ce s
will

p.

retain

35).

Current

layoff

for such

provis ion allows

(1981-84,

p.

previo us

40).
rank,

653
appointment
pr o v i s i o n

status and

(1981-84,

Indivi du al

p.

se r v i ce cr e di t

tenur ed

rights

f a cu lt y

birt hd ay s under
for these

under rec al l have been

op en in g

p.

the or iginal

35;

1981-84,

for which

a member

na r r o w l y d e f i n e d

in the

contracts.

the

content,

39).

Now

duties,

pos it io n

from

G iv en

which the

rig ht s

for

laid-

their

69th
r ights

for on l y three years after

layoff

p.

39).

would

mem be r

Now

to a

rec al l

Second,

the

type

have r e c a l 1 r ights
co nt r a c t than

o p e n i n g must

the w o r k l o a d

laid

a new

re du ce d

unti1

contract.

responsibilities

wit hin a

recall

e x t e n d ed

cu r r e n t

which the

layoffs occur

First,

m e mb er s

f a cu lt y co nt i n u e

(1976-77,

to

40).

minor exte nt b y two c h a n g e s .
off,

according

"e q u i v a l e n t

and

o b l i ga ti on s"

laid off

is more

in pr ev io u s

be

was

of

in

its

to the

(1981-84,

p.

shi ft s w hi ch often take place when
a

de p ar tm en t,

subsequent

opening

for

off mem be r m i g h t be qu a l i f i e d m ig ht not meet

this def inition of r e c a l 1.

Re ti r e m e n t
The or iginal
payment

for

co nt r a c t

e a r l y re ti re es w h i c h

curren t co nt ra c t

(1976-77,

recent c o n tr ac ts

is

years

of

provided a

age

proportionately

pp.

reduc ed

to
pay

incentive

has been r e t a i n e d
59-60).

the p r o v i s i o n

m ay elect

on e-time

work a
but

that a

Ad ded to this
memb er

re duc ed
full

in the
in

over

55

wo r k l o a d

for

ben ef it s

until

654
retirement

(1981-84,

p.

60).

This

is

a minor

increase

in

in di v i d u a l rights.

Af f i r m a t i v e
The

Ac ti o n

f a c u l t y ’s

p o li ci e s

has

authority

in one

The

former

been c ha ng ed

A ct i o n Plan"

a

minor

reduction

of

in a n o t h e r a r e a .

reduc ed au t ho r ity of
Committee,

from be ing

the

wh ic h contain s

c h ar ge d

with

"overall

i m p l e m e n t a t i o n of the U n i v e r s i t y Aff ir ma ti ve

to be ing a d v i s o r y to the U n i v e r s i t y Aff ir ma ti ve

Action Office

(1976-77,

p.

collegial authority

that a

a f f i r m a t i v e act ion

increase

of the

r e p r e s e n t a t ion,

in

throug h

A c ti on C o o r d i n a t i o n

d e v e l o p m e n t and

in

role

ar ea and a minor

is the resu lt

Affirmative
fa cu lt y

co l l e gi al

9; 1981-84,

is a

p 10).

consequence

C h ap te r d e s i g n e e will

be

of

The
the

increase
p r o vi si on

included on a n y Un iv e r s i t y -

wide c o m m i t t e e s

wh ic h are c r e a t e d

to provide re me di al act ion

for the e f f e c t s

of past d i s c r i m i n a t i o n

(1981-84,

p.

10).

Per s o n n e _ L P U _ e s
Procedures
t ightened

up

administrative
mater i a 1 not

for

handling

throu gh
action

12).

Second,

three
added

in

in the p e r so nn el

pe r s o n n e l a c t i o n ex ce p t
it is

in v e n t o r y of p e r s o n n e l

pers on ne l

for
now
file

minor

files

have

restrictions

recent c o n t r a c t s .

file

m ay not be used

initial a p p o i n t m e n t
re qu ir ed that

been

there

items which are

in

on

First,
in a ny

(1981-84,
m a y be

p.
an

a d d i t i o n to

655
the

ro uti ne

items:

copies

pe r so nn el t ra n s a c t i o n s
mater ial

(1981-84,

a nd

p.

11).

an a d d e d pr ovision.

the

ombudsman

These

has

Third,

of

c o r r e s po nd enc e,
confidential

the Unive rs ity om b u d s m a n

to the m e m b e r s ' files,

M e mb er s are

r e q ue st ed

three c h an ge s ma ke

know what

official

summaries

does not have di re c t a c c e s s
to

of

informed now wh en eve r

ma te r i a l

it po ss ibl e

ac c o r d i n g

from

their

for member s

files.

to better

is in the ir f iles and how they are being u s e d .

E v a l u a t i o n of A d m i n i s t r a t o r s
The
conduc t
above

or iginal

contract

evaluations
the

"...of

l e v e 1 of

allowed
academic

department

in cluding the Vice P r e s i d e n t
p.

29).

This

the

dropping

of

levels b e l o w
29).

In

f a cu lt y

agree

super ior
in formants
mentioned

to

the

evaluee

administrators.

to

limited

and c u rr en t

to

to

and

(1976-77,
a minor

the . results

(1981-84,

that

even
it

preve nt

if

to

(1981-84,

p.

of
the

p.

29).

this

right

would be d i f f i c u l t
faculty

and

evaluation

contracts,

b ei ng ev a l u a t e d and

in the contract,

a d m i n i s t r a t ion

up

of the U n i v e r s i t y

tr an s m i t

point out

or

ch ai r p e r s o n

wh ic h

original

to the person

of

a d m i n i s t r a t o r s at

has been expand ed

language

the

to

of the r e f er en ce to "academic"

the P r e s i d e n t

both

evaluations

the

m e mbe rs

for A c a d e m i c Affai rs

c o l l e g i a l right

extent by the e l i m i n a t i o n

faculty

an y

the
such

immediate
Faculty
were
for

evaluation

not
the
of

656

Working Conditions

Assignments and Professional,Responsibilities
Eight
f ac ul t y

minor c ha ng e s have

m a y be a s s i g n e d

to perform,

and when the y may be re qu ir ed
Three
facult y

ch a n g e s have

as the

or iginal c o nt r ac t

p.

as 24 hours per ac a d e m i c year
allow s

loads

necessary.

for

The sec on d

f ac ult y m a y be
spr ing

the

53).

s e ss io n s

as si g n m e n t

from

of eight

(1976-77,

p.

53;

administrative

a

1 imit of

to

might earn
This ch an g e

from W e s t e r n
increases

e arlie r p r o v i s i o n

a

as

This

s o m et im es
of

work

the summer
load"

and

to

in

al s o

exte nt

en ha nce s
and

been r e d u c e d .

rights

that

(1976-77,
to

retained,

an

sa la r y

makes

In the third chan ge

on the am ou n t

been

is

increase

minor

task.

indivi du al

in the

The change

the a m o u n t

has been d r opp ed

has

52).

"normal

53).

work have

152% of base s a l a r y

were

more au th o r ity to ass ign

hour

p.

eas ie r

r e s t r i c t i o n s on ov er l o a d

p.

w i th ou t an

1981-84,

se me s t er

is now d es cr ibed

perform during

hours

scheduling a somewhat

This

increases

six

authority

per

semesters,

cha ng e
to

that

of work

t e a c h i n g load

(1981-84,

two

as s i g n e d

the amo un t

hours

the a d m i n i s t r a t i o n s o m e w h a t

unequal

The

in

f ul l-t im e"

(1976-77,

work

to w o r k .

Twe lv e

"normal

in the

ho w much t h e y m a y work

been made

me mb er s perform.

d e s c ri be d

been made

the

The upper
a member s
p.

52) .

a minor e x t e n t .
however,

that

657
req ui re s
Af fa ir s

the p e r m i s s i o n
for

sal ar ie s

f ac u l t y

(1981-84,

Two ch an g e s
assignments.
give

final

of the V i c e - P r e s i d e n t

membe rs
p.

been

The added

made

(19 81-84,

unless

approval

p.

the y

g ra du at e courses,
load

(1976-77,

r ed uce d

load

include

te ac h i ng

53) .

high

53).

loads

nature

that all

or

to a minor
granted

are

teaching

he av y adv isi ng
under which

exp anded and

upper

level

supervision

a
now

courses,

theses

more similar c o n d i t i o n s

rights are

wr it te n

m ay be

if they

have been

work

f a cu lt y must

rights

co nd it i o n s

e n ro l l m e n t

of

their dea n' s

or have a

prepar at io ns ,

Ind iv id u al

the

individual

These

m a y be r e q u e st ed

mu l t i p l e

144% of their base

F a c u l t y me mb er s

d i s s e r t a t i o n s and several
p.

have

d o i ng r e s e ar ch

p.

t e ac hi ng

h a vi ng

61).

for re duc ed

in

r e qu i r e m e n t

p e r m i s s i o n not to do so reduce s
exten t

Aca de mi c

52).

have

exa ms

to earn over

for

or

(1981-84,

in creased to a minor

extent

by this c h a n g e .
Whe n
s ub j e c t

fa cu lt y

me mb e rs m ay

of three c h a n g e s .

Faculty

registration

to work

is the

m ay be a ss ig ne d

to work

be tw ee n

se m e s t e r s

according

to a letter of un d e r s t a n d i n g added

contract,

if

e no u g h

on

be req ui re d

the curren t v o l u n t a r y sy st e m

fa cu lt y to per form these

is a minor de c r e a s e
F a c u l t y are

and

in individual

not req uir ed

and th e y are to be

jobs

similar
in

tasks,

the current

fails to produce

(1981-84,

p.

68).

This

rights of fa cul ty m e m b e r s .

to work dur in g U n i v e r s i t y holidays,

excused

from work and paid when

th e y do

658
not work becaus e
emergency

the U n i v e r s i t y is closed due to a dec la re d

(1981-84,

impro vem ent s

pp.

in individual

4-5).

These

are

two

minor

f a c u l t y m e m b e r s ’ rights.

Leaves
On l y three c ha ng es were
First,

the p r o v i s io n

to r e tu rn to work
be as s u m e d

ap p r o v a l

increase the
Faculty

applications

(1976-77,

p.

forward to

sabba tic al s,

rec om me nd e d

Co mm it t ee m a y

unit

Second,

58-59).

the a d m i n i s t r a t i o n

to

leave will
This

is a

sl i g h t l y to

P r e v i o u s l y the
re ce i v ed

to the C o m mi tt ee
forwarded to the

from

or not

(1981-84,

p.

any app l i c a t i o n .
fund and

Committee.

42).

In the

the

for
The

third

t r a v e 1 fund

to b a rg ai n i n g unit m e mbe rs

(1981-

re quired the b ar gai ni ng

be g i ve n p r e f e r e n c e , but did

to give gra nt s

in

but their

the Co m mi tt ee all ap p l i c a t i o n s

Ear 1 ier c o n tr ac ts

fa cu lt y me mbe rs

fails

the pr ocedure

been ch an ge d

from the resear ch

now to be given only

who

F a c u l t y not re c o m m e n d e d

appeal

then act on

gra nt s

leaves.

a p p l i c a t i o n s w hi ch the deans

42).

were not r o u t i ne ly

Now the de ans

pp.

41).

Leave C o mm it tee

sabbat ic al

the earlie r stages could

84,

has

U n i v e r s i t y Sabbat ic al

had a p p r o v e d

are

rights.

p.

fac ulty's colle gia l authority.

the de an o n l y those

change,

(1981-84,

s a b b at i c al s

for

that a mem be r

upon e x pi ra t i o n of a sa bb at ic al

in individual

of

in pr ov is io ns

has been a d d e d

to have res ign ed

minor r e d u c t i o n
for

made

from these

a ll ow

funds to others

659
(1976-77,

pp.

58-59).

This re duc es

the

ad m i n i s t r a t i v e

a u t h o r i t y to a small extent.

Cal end ar
The
from

m i n i m u m length

72

1/2 weeks

increases

of the

to 71

weeks

ad m i n i s t r a t i v e

ac a d e m i c c a le nd ar

se me s t e r has
in a

aut ho r ity

(1976-77,

p.

3;

been reduc ed

minor
in

cha ng e

establishing

1981-84,

p.

which
the

4).

Sa la ry De t e r m i n a t i o n
The a d m i n i s t r a t i o n
some

fa cul ty

has been

me mb er s raises or

g iv en
bonuses.

was the ad d i t i o n

of merit bonuses,

the

rece ive

deans,

chairs

who

(1981-84,

must receive
$300.

pp.

This

author ity, as
N ow

56-57).

the

is

major

raises

and

changes

(1981-84,

(1976-77,

is req uir ed
p.

involved.

could not be
p.

One -q ua rt er

$500

of

department
the

fa cul ty

increase

m a y grant
to on ly

17).

prior

in

which

pay

of these

on the amount

pro vid ed

agr ee me nt

increase.

adjustment

n o ti fy the Ch apt er
is no 1 imit

it need

administrative

form of pa y

market

E a r 1 ier c o n t r a c t s

given wi tho ut
16).

There

least

for each r e c i pi en t were

is the second a d d i t i o n a l

administration

of m o n e y

first change

from

to be d i s t r i b u t e d equally,
a

give

wh ich are d i s t r i b u t e d by

re co m m e n d a t ions

This would av era ge about

be.

The

these each year and each bonus must be at

the m o n e y a l l o ca te d
not

a u t h o r i t y to

that raises

of the

Chapter

660
Miscellaneous Working Condition
Four

other

conditio ns.
by two

ch an g es

have

Administrative

changes.

authority

One ma kes

right of the

m ee ti ng s

(1981-84,

p.

in the
the

layoff

(1976-77,
C olle gia l

minor

ext ent

p.

A d v i s o r y Committee,
activities

for

re tr a i n i n g

f a c ul ty

is to reduce
The

which

in

With this change

the

in which

s t ud en t

faculty

faculty

of

is

Deve lop men t

r e c o mm en ds policies,

pro gra ms and

facul ty

m em be rs

(1981-84,

me mber's
p.

in the

course

in wo rki ng

Chapter

co ndi tio ns

for W e s t e r n

the added

member s must be

(1981-84,

of Western's

interest"

p.

name,

that d i sc o v e r i e s not

c o n t r a r y to publ ic

is

copyr ight or patent was secured

restr icts use

e q u i pm en t and req ui re s

or

of layoff of faculty m e m b e r s .

if the

of work

62).

skills

the purpose of this add iti on

ro y a l t ie s earn ed by facult y

with W es te r n

en ha nce d to a

the Fa cu lt y

that part of

sha re d

man ner

of the

revitalizing

final chang e

p r o v is io n also

gain

student/faculty

layoff.

to m a i n t a i n

creation

the chance s

p r o v is io n that

minor

31).

the

in formants repo rt

Another

of

of the

infringe

the clause was also d r o p p e d

inv olv eme nt
by

right

call d e p a r t m e n t

occ ur re d when the

administration agreed

ratio

worki ng

me et in gs does not

33) .

as c o n d i t i o n

language,

in

is increased so mewhat

d e p a r t m e n t chair to

administrative authority
ratio was dr op pe d

made

it clear that the

fa cul t y to co nv e n e d e p a r t m e n t a l
upon the

been

(1981-84,

63).

space and

be "used
p.

The

63).

in

a

This

661
is

a

minor

restriction

of

individual

faculty

members'

rights.

Grievance Procedures
Of the
most

four ch an g e s made

important

is the

filed re g a r d i n g

Western's decision

(1981-84,

coll eg ia l
that

p.

f a cu lt y

of the

40).

Since

made

implement

is

a

major

layoff or
layoff will

de cr e a s e

informants

in

point out

of this c l a u s e , W es ter n has

this and a number

in

lim it a t i o n on

follow throu gh on the

layoff

fa c u l t y m e mb er s

g r i e v a n c e s there

of

the

co n t r a c t u a l c o n d i t i o n s

A relat ed
to the

of

Western

is no

With this added

formal w a y

the need

layoff

of a

list of other p e r s o n n e 1

arb it r a t o r

is

limited to m a k i n g

(1981-84,

p.

15).

f a cu lt y members,

noti f ied

for

that the

layoffs or the

application

of

layoff.

ch a n g e adds

In

has

layoff.

a d m i n i s t r a t i o n 's
for

of the

of other major c h a n g e s have

provisions,

facul ty can e f f e c t i v e l y q u e s t i o n
correctness

threatened

of d i s a g r e e m e n t s about ca lc ul at io ns

fourteen tenured

member

the

layoff based on a d e c l i n i n g s t u d e n t / f a c u l t y r a t i o .

layoffs because

been

to

Faculty

inclusion

The a d m i n i s t r a t i o n did not

ratio.

procedures,

level at wh ic h

This

au thority.

prior to the to

initiated

gr i e v an ce

r e s t r i c t i o n that gr ie v a n c e s cannot be

W e s t e r n 's d e t e r m i n a t i o n
occur

in

chang es

faculty

in which

p ro ce du ra l d e c i s i o n s

gr ie v a n c e s

an a r b i t r a t o r

p ar ti cu la r

filed

m a y require

over

layoff

an
only
of

that the parties

662
repe at the d e c i s i o n - m a k i n g
layoff order,

were not

proces s

if

followed correctly.

can no t r e qu ir e that

a laid off me mb e r

addition

of

of

layoff

li miting cla us e

procedures,

individual

such

The a r b i t r a t o r

be rei ns ta te d.

f ac ult y m e mbe rs

is a minor r e d u c t i o n

as

The

to this

in in dividual

facul ty

members' rights.
The other two c h a n g e s
minor
One

impr ov em en ts

is

of

in g r i ev an ce

individual

the a d d i t i o n of
whether

p.

Dism is sa l

the a u t h o r i t y

for cause

on the s u b s t a n c e

p r o c ed ur es are

members' rights.

of an a r b i t r a t o r

was

for cause

to

(1981-84,

is no w the one major per so nn e l

decis ion for which the a r b i t r a t o r
to c o mm en t

f ac ult y

or not a d i s m i s s a l

determine
15).

made

is c l e a r l y g iv en aut ho r ity

as well

as p r o c e d u r e s

of

the

action.
The second minor
the gr ievance
that

im p r o v e m e n t

pr oc e d u r e s

complainants

may

is

p.

10).

file

had filed
agency

charg es

P r e v i o u s l y gr ievance
a complaint

or

(1976-77,

with the
p.

9).

in dividual righ ts

the a d d i t i o n

d i s s a t i s f i e d with the response
Ac t i o n Office to their

in

of

grievances

in

the provis ion
if

th e y

are

of the U n i v e r s i t y A f f i rm at ive
of d i s c r i m i n a t i o n
was not

al l o w e d

of d i s c r i m i n a t i o n with
University Affirmative

(1981-84,

if a

member

a g ov er nm en t
Act ion progr am

663
Total of Changes at Western Michigan University
With a
largest

total

number

of

of

ch ang es

in sti tutions e x a m i n e d
major

si gni fic anc e.

"two" and

s e v e n t y - f i v e changes,
in

power

in this study.
W hen the

minor ch a n g e s

W.M.U.

and

weighted

rights of

Of these,

major chang es
"one",

the

has the
the

nine were of
are weighted
total becomes

e ighty-four.
Of
faculty.

the e i g h t y - f o u r
This

institutions,

changes,

48% were

is a r e l a t i v e l y low proportion;
the

faculty secured a

gains

for

the

at 78% of the

greater p r op o r t i o n

of

gains.
W.M.U.

has two c h a r a c t e r i s t i c s as so c i a t e d d i r e c t l y with

low fa cul ty ga ins
been

orga niz ed

most

of

the

fa c u l t y who are

in this study.

for a

The

faculty at W.M.U.

so me w h a t shorter

institutions.
t en ur e d

faculties e x a m i n ed here.

is, at

The
82%,

period

p ro po rt io n

have

of time than
of

W . M . U . 's

the highest a mo ng

the

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