November-December 2009

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Recommendations for Faculty and Administrators at Other Institutions

Based on our experience at BU, we suggest the following “Dos and Don’ts” for faculty and administrators at other institutions as they face economic uncertainty and take the fate of their faculty colleagues into their hands.

  • Do recognize the important contribution that non-tenure-track faculty make to a university and treat them with the same respect as tenure-track faculty. Non-tenure-track faculty often teach heavier loads while being invested in research projects and serving the university and the community. They should be well paid and have a voice in governance. Administrations should review cuts to such faculty positions with the same due consideration that they would give to tenure-track positions.
  •  Do treat faculty governance bodies and committees with respect and let them report their findings and recommendations prior to making policy changes. When major changes that will affect faculty salaries, tenure lines, titles, or other important professional matters are being considered, all faculty members (or their representatives) should participate in that discussion. If major decisions regarding faculty are made at administrative levels without collaboration or even notification of faculty and their representatives, the morale and reputation of the institution is bound to suffer.
  • Don’t implement title changes haphazardly without consideration of the institution’s history and without considering the negative impact on long-term nontenured faculty members. Remember that words may be cheap to the institution but often are quite valuable to the individual: if a change of title is deemed necessary, involve the affected faculty members in the process of choosing the new title.
  • Don’t hide policy changes and spring them on faculty long after the job-hunting season has ended. This simply breeds distrust and contempt because it locks faculty members into their positions for another academic year, during which resentment will continue to build and morale will be low.
  • Do communicate information about faculty reductions clearly  and directly, not through rumors and word of mouth. Stating that there will be no reductions when reductions are looming or have already occurred gives the appearance of a hidden agenda and a lack of administrative honesty.
  • Do make the promotion process for non-tenure-track faculty clear, with specific expectations and timelines that have been fully discussed and then are published in the faculty handbook.
  • Do recognize the contributions of non-tenure-track faculty who have not been renewed. Provide career assistance and support formally and informally.