It has been many, many
years since I’ve taught Elizabeth Barrett Browning, but her “How do I love
thee?” sonnet is one of those few poems that have achieved a kind of cultural
fame: everyone knows it. And somehow, in a weird way, the list has itself made
a kind of comeback as a literary form in recent years, whether in McSweeney’s or in the seemingly
innumerable internet sites that give us clickbait titles like: “Thirteen Ways
of Looking at a Blackbird: You Won’t Believe Number 7!”
My old teacher Nick Howe, of course, would point out that
literary listing or cataloguing is a very old practice, with a genealogy
connecting Isidore of Seville to Jorge Luis Borges, and stretching even beyond
those two giants. So here, today, I am merely engaging in an old, old textual
strategy, to list the ways in which I felt structurally subordinated and placed
in a second-class position while I was a teaching professor. I doubt that my
own list will achieve the status of literature, but I do hope that the power of
the list will help my ideas to be heard.
I have worked hard here to avoid using terms like
“oppressed” in this list. But the problem with hierarchical positioning is
precisely that: when there are levels involved, some are higher, and some are
lower. Perhaps because I was a tenured full professor before I accepted work as a
teaching professor, I could see and feel the ways in which, where I once had
held the higher position, now I held the lower one. Certainly, the way in which
my experience reversed the “normal” ordering—where one works as an adjunct or
teaching faculty before (ideally, or hypothetically) moving up to the tenure
track—gave me fresh insight into the ways the two levels were structurally
configured.
And that’s what I hope to do here: simply list the
structural modes in which the two levels or types of faculty member were
distinguished at my last academic institution, with one type of faculty
position regularly positioned as higher than the other. Many times I heard from
my bosses, while I was a teaching professor, that I was a valued and important
member of the faculty: those words, it seemed to me, were belied each time I
considered the various items I list below. I don’t think that my bosses were
lying to me, but rather I could see that there were at least two modes of valuing faculty
members. Part of my intention with this list is simply to clarify for those who
see only one side of the picture how these two modes operate.
Tom’s List: The Ways I was Structurally Subordinated as a Teaching
Professor.
1. I taught more classes per term than the tenure-track faculty. I taught four classes per semester and thus eight classes per
school year. During my five years of doing so, tenure-track faculty
successfully altered their own contracts to move from five classes per year to
four, often describing the change as a work-load issue.
2. I was paid less
overall than the tenure-track faculty. The thirteen years of teaching experience
that I brought to my new job were not rewarded, except perhaps in the type of
position I was offered: I was paid as a beginner in that position, and my
salary started out about ten thousand dollars less than beginning Assistant
Professors in the department received. I was eligible for raises and promotion,
so eventually I might have made more than a beginning Assistant, but in the
five years I worked in the job, I believe those starting salaries grew faster than my
own did.
3. I was paid less
per course than the tenure-track faculty. This is, of course, the
inevitable result of points 1 and 2 combined. But it bears noting: my labor in
the classroom was paid at less than half the rate per course of some other
faculty members, including some with fewer years of experience and with fewer
publications. Experience and qualifications counted far less than job title.
4. I usually taught
classes that the tenure-track faculty actively avoided. The core of my load
was sophomore level writing courses. Filled with students who often felt they
had learned all the writing skills they needed in their freshman level writing
course, these courses were notoriously work-intensive and could be unrewarding:
tenure-track faculty happily avoided them, as a rule.
5. I usually taught
non-majors, while tenure-track faculty usually taught majors. The classes
described in point 4 indicate this, but when I was given courses in the major
to teach, they were usually either sophomore level surveys (Brit Lit I) or
courses that the department thought would fill with non-majors (comics, science
fiction and fantasy). I occasionally was assigned other courses when a
tenure-track faculty member went on leave or was otherwise unavailable. There
are, of course, rewards to teaching students of diverse academic backgrounds
and preparation, but extra work is sometimes necessary, and tenure-track faculty,
who regularly dealt with classes full of majors only, could usually count on an
audience somewhat easier to plan for, easier to deal with, and easier to please
when evaluations were filled out. The Brit Lit surveys, of course, also usually
had more students in them than upper level courses for English majors.
6. I was barred from
certain kinds of teaching entirely. While I was repeatedly told that I was
eligible to teach graduate courses in my field, I was never assigned one, even
when I was the only faculty member in my area of specialization. I was
explicitly barred by policy from directing doctoral students.
7. I was eligible for
some research support, but products of my research could not be used in my
annual evaluation. My contract called for evaluation on 80% teaching and
20% service. I was able to get some conference funding and some other research
support. Note that the department and university did include my publications in
annual accounts of scholarship performed, and the department displayed my book
among other faculty books, so while my scholarly work was understood to benefit
the university and the department, it did not benefit me within the institution.
8. I was also not
eligible to be considered for my college’s annual “College Scholar” award.
This was particularly annoying since I couldn’t get credit for scholarship
during annual evaluation.
9. I did not have
access to the full range of service and governance opportunities. I could
and did serve on the faculty senate and on university, college, and
departmental committees, some of which I was eligible to chair. I contemplated
throwing my hat into the ring when a new department chair was being sought, and
to be honest, I never found out for sure whether I was actually eligible or
not: but I doubt I would have been seriously considered even if I had been
technically eligible. Certainly, there were departmental committees I was
barred from chairing, because they required a tenured chair.
10. I had less
opportunity to boost my merit pay than my tenure-track colleagues. Merit
pay, when it was available, was based on annual review scores. Of course,
tenure-track colleagues could count scholarship in their annual review, while I
could not. This may not have been a problem, but the departmental evaluation guidelines
allowed tenure-track faculty to “save” or “bank” scholarly publications from
one year to the next, in order to help them get the highest annual review
scores on a regular basis. No such system applied for teaching professors, who
could only rely on one year’s accomplishments for one year’s evaluation score.
Since merit pay raises were added to base pay, this extra potential for access
to merit pay had an effect that would multiply over the course of a career.
11. The terms of my
contract were interpreted narrowly, while the terms of my tenure-track
colleagues' contracts were interpreted generously. Because my contract specified that
there was no research component, none of my scholarly accomplishments counted
during my annual review. But tenure-track faculty members (like me) were on a
part-year contract (nine months), and yet the work they did over the summer on
scholarship was regularly counted as if it were relevant to their employment
contract. In my case, work done that was not under contract was not counted; in
their case, work done while not under contract was counted.
Finally, I should say that I probably had the very best type
of adjunct employment available: I had an annual contract, one that was
expected to be renewed; I had health insurance and TIAA-CREF; I had an office
to myself; and so on. I was just about as close to being a tenure-track faculty
member as it is possible to be. More stereotypical adjuncts would, of course,
have several additional modes of subordination that they could describe. When
we think about the splitting of university teaching into a two-tier system,
what I’ve described here is still a far better job than most adjuncts have.
Many adjuncts would probably be thrilled to have the job I
had. Most tenure-track faculty, I suspect, would be up in arms, if their
schools required them to accept the terms I had. No wonder common cause between
the two groups is so hard to achieve.