Here is excellent student journalism from the San Diego City College City Times, by Phoenix Webb:
This fall, I was part of a group of part-time faculty members of AFT 6161 who launched a campaign calling on Palomar College to take the Consumer Financial Protection Bureau (CFPB) pledge to inform employees of their student loan repayment options and help them apply for loan forgiveness. We posted a petition on Coworker.org and circulated it among our colleagues. With the support of the Palomar Faculty Federation’s executive board, we then took the issue to the Faculty Senate and the college president, Robert Deegan.
We are thrilled to report that as a result of our efforts, Palomar College has agreed to become the first community college in the country to take the CFPB pledge! By taking this pledge, Palomar can help build awareness of programs that are available to help those campus staff members with high student loan debt relative to their income. In one such program called Public Service Loan Forgiveness, employees who work for 10 years in public service and make 120 qualifying monthly payments can have any remaining federal student loan debt forgiven.
It’s increasingly critical to get public service organizations (including public school districts, police and fire departments, public hospitals, non-profits, and more ) to take the pledge to help their employees explore these flexible repayment options. It can often be a difficult process to apply for income-driven loan repayment and forgiveness programs, particularly Public Service Loan Forgiveness. Adjunct faculty in particular face unique challenges, because they are typically defined as part-time employees but not hourly workers, making it difficult to prove that we meet the program’s requirement of working an average of 30 hours per week in public service. But employers can help streamline the application process for their employees by helping them with the paperwork, and the CFPB has developed an “Employer’s Guide to Assisting Employees with Student Loan Repayment” as a resource.
The pledge is critical because many workers who could benefit from these programs are unaware of them. For example, the Income Based Repayment Program has enrolled less than 2 million borrowers, despite estimates that millions more are eligible. And seven million borrowers have defaulted on their student loans, despite the presence of such programs. By following Palomar College’s example, other public service organizations can help their employees and build public awareness of the programs available to help borrowers manage their student loan debt.
To start learning about income-driven loan repayment and loan forgiveness now, check out this webinar: bit.ly/1swFhj9. It will cover how to enroll in various student loan forgiveness plans, how to reduce your monthly student loan payment, and how to share this information in your workplace with your coworkers and employers.
Campus Equity Week in San Diego 2014: The Message
The following notes were conceived with the intent of addressing a broad community college audience of students, adjunct and tenure-track faculty, and classified staff during the San Diego Campus Equity Week. This attempt to raise awareness of how adjunct issues are everyone’s issues was accompanied by a slideshow presentation.
CEW is a national event started by the Coalition of Contingent Academic Labor (COCAL) and participated in by AFT and other organizations. Its purpose is to publicize the exploitation of adjunct faculty, the effects of this exploitation on students, and the corporatization of higher education in general. Legend has it that CEW was inspired by A2K, a CCC-wide labor event organized in Spring 2000 meant to bring attention to statewide legislative issues as well as issues at local sites. CEW is now promoted as a national event bi-annually, but we think that pay equity, student equity, and the many related issues are too important to wait until next year. We have an immediate agenda. We need action now. CEW in San Diego 2014 echoes the spirit of grassroots activism that sparked the first one, way back in 2000/2001. CEW is a protest of the exploitation of adjunct faculty and staff, of rising tuition and student debt and a resistance against the corporatization of higher education.
The Process of the Corporatization of Higher Education
The trends in higher education over the last several decades have been troubling. Chief among them is the decline of tenured faculty. But the pressures to privatize services, the perpetual de-funding, the shift in federal policy towards vocational training at the expense of traditional liberal arts, like philosophy, literature and social sciences, are also indicative of the adoption of a market ideology by higher education policymakers. The slow and steady, but unremitting application of a corporate business model to higher education, or the corporatization of higher education, began in the 1970s. Over the last four decades, central to the ultimate end of transforming higher education into a for-profit entity, has been the adjunctification of the higher education workforce. Correlative with this phenomenon, students have experienced rising tuition, a less stable faculty to serve them, grinding debt, and a contraction of educational opportunity, such as increased pressure to choose a major and penalties for changing majors. Reducing higher education to the function of job training, which seems to be the mission of efforts to corporatize it, penalizes students who want to explore their educational interests, or who just, out of intellectual curiosity, seek knowledge and desire a broad educational experience. This is the brave new world rising we now face: less freedom for students to choose a course of study, less freedom for faculty to teach. And adjunctification is happening not only to faculty and students, but to the classified staff who support the work of faculty. For instance, here at Mesa, the very important service of reprographics has been adjunctified, in recent years seeing its number of full-time employees fall from 30 to 8, being replaced by hourly, “adjunct” labor. With student as consumer and faculty as producer, higher education becomes a commodity, sold at the highest price (tuition) the market (students) will bear, produced at the lowest labor cost (exploitation of adjuncts). Today, I want to focus on the adjunctification of faculty.
Over a period of four decades, from 1970 to 2014, the steady decline of tenured faculty and the corresponding rise in reliance on adjuncts has hardly been noticed. This is not to say that, at different times, small numbers of people did not become aware and try to resist. They have. Unfortuantely, these resisters could never get enough of their fellows to pay attention and take the kind of concerted, radical action that is needed to reverse this trend. Time passed. Budgets were cut. With fewer and fewer full-time professors, those that were left always had more work to do.
Adjunctification is not an accident. The increasing reliance on part-time faculty is the result of an ideological takeover of higher education that is not yet finished but which is well underway. By the end of the 1970s, free market ideology began to infiltrate higher education. Accompanied by perpetually decreasing state spending on education (by 13% in CA), which served as a handy justification, the practice of hiring part-time adjuncts to replace retiring tenure-track faculty began. Market ideology, and the corporate takeover that it serves, is not limited to education; rather, what has happened to education is symptomatic of a society-wide corporatization that has been underway for generations now, examples of which include the infamous “outsourcing” and “downsizing” of recent decades. The growing reliance on temporary workers is society-wide. The corporate model of free market ideology demands efficiency, which includes realizing the lowest labor cost. But the decline in tenure-track faculty is not an accident of unfortunate but necessary budget cuts. As Noam Chomsky puts it, the first step of corporatization is to create a “precarious” workforce. 75% of the higher education workforce, adjunct professors, is precarious. Numbers of adjuncts have skyrocketed. Numbers of full-time faculty have not. Numbers of administrators have grown 85%; administrative assistants 240% (Benjamin Ginsberg)
What is An Adjunct?
The dictionary definces adjunct as “non-essential,” which implies that those so designated are not necessary, and if they didn’t show up for work, no one would notice. Would students notice if their professor did not show up? Although “contingent” is more accurate, since adjuncts are employed from semester to semester, and their employment is conditional on student enrollment, it still does not accurately describe the role of adjunct professors. Part-time, too, is problematic; most adjuncts work part-time at more than one place, sometimes teaching more than a full-time load. These adjuncts are, perhaps, better named “full-time-part-timers” as they work at multiple locations. The accuracy of this term is ironic, since it is purportedly a term invented by human resources personnel to describe the legions of freeway flyers racing from campus to campus to cobble together a full-time equivalent load of classes and earn about half as much as their full-time colleagues for doing pretty much the same work in order to make enough money to survive and support their families. They arrive “just in time” for class, “just in time” for the last minute assignment. No doubt, they are often paid “just in time” as well. Satire is important to the oppressed intellectual. Most adjuncts, according to a recent AFT survey, want a full-time position. Who doesn’t want a secure job, for one employer, and the financial security to plan a life?
Adjuncts are misnamed. Although some adjuncts are satisfied with being adjunct, most are not. Most are career academics who have devoted their lives to the public good of education. Without them, higher education would disintegrate. Most adjuncts always intended to be academics, to teach, or research, as experts in their field of expertise. Chances are, these are people whose passion is teaching. They are professionals dedicated to sharing knowledge with students, to contributing to the public good, to making the world a better place. These dedicated professionals devote most of their life to gaining, maintaining and teaching their expert knowledge. This is what they do; it is who they are.
What Adjuncts Do
Adjuncts teach most of the students of higher education. 75% of higher education faculty are adjuncts. If you define the core work of faculty as teaching, we do the same work as the 25% of tenure track, full-time faculty: prepare syllabi, plan lessons, evaluate student work, counsel students, develop curriculum, answer emails. Even though adjuncts aren’t required to do committee work, attend department meetings, or participate in shared governance, we often do. Besides these tasks, though, the work of developing, preparing and delivering lessons, and of evaluating and responding to student work, and of counseling students, interacting with students in multifarious ways, the work of teaching, is exactly the same. Except of course, in order to make a fraction of what their full-time colleagues make for the same work, they must work at 2 or 3 sites, navigate multiple campus cultures, and interact with multiple student populations. Increasingly, this is the life of an adjunct, the highest career status that can be aspired to by those who end up on the “adjunct track.”
Adjunctification Hurts Adjuncts
Being adjunct is not easy. Obviously, the process of adjunctifictaion that has been happening in higher education now for decades hurts adjuncts. Most adjuncts begin their careers expecting to be adjunct for a few years, to “pay dues,” and then be rewarded with a full-time tenure-track position. Once upon a time, perhaps, there was some truth to this; candidates were funneled into the system from graduate programs, and most could count on heading for the tenure-track. But that was way back in the mid 20th century. Today, as the process of adjunctification continues and we head towards that future when, if trends continue, the percent of tenure-track faculty will be less than 10%, with every passing year, the prospect of garnering that full-time position fades. Not only do aging adjuncts face dim prospects (recent court cases suggest ageism in higher education is a factor), but newly minted adjuncts also face diminished opportunities. It is difficult to talk about being adjunct. It is easier to ignore it. Adjuncts, strangely, often seem invisible, not that they can’t be seen, but that they are not seen. Sometimes, full-time faculty don’t want to look, sometimes they just don’t have time. Students have no idea. To them, professors are professors.
The contradiction between the occupational prestige that goes with being a college professor and the impoverished economic status of being an adjunct, a temp worker, is depressing. It is sometimes an uncomfortable social situation when I am asked what I do. I reply: I’m a college professor. And so I am. If that is as far as it goes, all is well. However, if I must explain that I am an adjunct, and have been for fifteen years, it gives the impression that I’m not good enough to be a full-time professor, and then I have to explain why may wages are so low. In stark contrast to the public perception of college professors as solidly middle-class, most of us have a precarious financial status. According to the Coalitions on the Academic Workforce, the disparity between adjunct earnings and full-time earnings is “staggering.”
Financial insecurity is a fact of life for most adjuncts. It renders you powerless to resist corporatization.
Adjunctification Hurts Students
Adjunctification hurts students. Students deserve faculty who are not stressed from financial destitution, who do not have to work at multiple locations just to make ends meet, who are part of the institution they are paying more for all the time. They deserve a professor with an office who can devote his professional time to one campus, one student population, one campus culture. Adjuncts cannot be readily available: they do not have offices, are not listed on registers, and often must travel from campus to campus, staying in one location only long enough to hold class. Outside of class, students have difficulty finding their professors. Good luck finding your old adjunct professor so he can write you a letter of recommendation. Numerous studies have catalogued the negative effects on students of reliance on adjunct faculty, including lower retention rates, graduation rates and transfer rates: http://www.uscrossier.org/pullias/wp-content/uploads/2012/04/Delphi-NTTF_Annotated-Research-Summary_WebPDF.pdf
Students are increasingly feeling the effects of the corporatization of higher education, especially at community colleges, where they must develop “educational plans” that limit their opportunities to satisfy intellectual curiosity. If they veer from their “plan,” they lose financial aid. What is the corporate plan? It is to change intellectually curious students into docile, precarious workers who unquestioningly do what they are told. Adjunctification hurts students because adjunct faculty do not have the academic freedom to help students explore their intellectual worlds, learn to think critically and question the status quo.
Adjunctification Hurts Full-time Faculty
Last, but not least, adjunctification hurts full-time faculty. The workload of full-time faculty is increasing. The burden of committee work and shared governance falls on full-time faculty more and more heavily. Fewer full-time faculty means fewer workers to perform tenure review and the ever-increasing task of adjunct evaluation, fewer to perform accreditation preparation, or program review. And I heard that deans are requiring greater participation on committees. Obviously. Faculty everywhere lack time to engage important issues and are pushed to work well over the hours for which they are paid. Here we have an example of the application of efficiency: get the most labor out of the fewest laborers. Of course, in many cases, adjuncts contribute a lot. Without adjunct contributions in the English department here, I don’t see how the work would get done. Unpaid contributions of labor, performed out of a sense of professional dedication…
Academic freedom also is threatened by adjunctification. The academic freedom of professors to teach what and how their expertise directs them is challenged. Adjuncts have no power to resist. As “at will” employees who don’t need to be fired, just not rehired next semester, they are not in a position to resist corporate reform. The ranks of full-time professors are getting thin; their collective power is decreasing all the time, and being replaced by adjuncts’ powerlessness. Full-time faculty are so busy, they do not have time to engage fully in shared governance. Part of the trend in higher education includes less hared governance, more administrative decisions. According to Larry Gerber of Auburn U. and AAUP: “Shared governance is eroding due to the rise of adjunct faculty employment and an increasingly corporate style of management – both of which threaten the entire U.S. system.”
Providing adjuncts with equal pay for equal work, as is evidenced by the privatizing ACCJC’s attack of City College of San Francisco, whose AFT local 2121 negotiated 85% parity pay for their adjuncts, pisses off the corporatizers because it empowers the workforce, removing them from the status of precarity. However, equal pay is a stopgap measure, needed to empower resistance, but only the first step to reversing adjunctification, which is what we need if we are to save the future of higher education.