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CoNTTF Presentation at Fall Forum, September 2018

Slides from this presentation can be found here.


Faculty Council Votes in Favor of Protections for NTTF Colleagues. ‐ April 2018

Overview


During the Tuesday, 3 April 2018 meeting of the Faculty Council (FC) a motion was offered by the Committee on Responsibilities and Standing of Academic Faculty (CoRSAF) to modify the Academic Faculty & Administrative Professional Manual. This motion specifically addressed two sections of the Manual: section E.1 (Definition of Faculty) and section E.2 (Types of Faculty Appointments). The motion passed with strong support and after considerable deliberation.

A summary of the changes prepared by CoNTTF to the Faculty Manual can be found here. This summary is intended to communicate and clarify the scope and breadth of the changes to the Faculty.

CoNTTF's comments in favor of the proposal, as read into the record at the Faculty Council meeting by committee chair, Dr. Jenny Morse can be found here.

The text of the approved two motions making changes to section E of the Faculty Manual can be found E.1 here and E.2 here. (Please note that one amendment to the motion was also passed during the deliberation that stikes two words in two places (a total of four words). Those changes are not included in this version of these documents.)

Also worthy of significant note is the offer and the approval of several detailed motions by the Committee on Faculty Governance (CoFG) that made adjustments to the operational status of CoNTTF as a FC committee and the method of selecting members to CoNTTF.


CoNTTF's Action Plan: Re-envisioning Faculty Appointments ‐ Spring 2018

Overview


Over the last two years, the Committee on Non-Tenure Track Faculty (CoNTTF) has worked with Faculty Council and administration to improve the working conditions for non-tenure track faculty (NTTF) at CSU. Last fall and this spring, the Committee on the Responsibilities and Standing of Academic Faculty (CoRSAF) and the Committee on Faculty Governance (CoFG) coordinated with CoNTTF to find ways to update our Faculty Manual that will help to increase all faculty’s participation in shared governance, clarify appointments and ranks, and standardize some basic policies for NTTF across the university. CoNTTF supports CoFG and CoRSAF’s motions as important steps in the process to end contingency and make CSU a better place for all faculty to work.

A summary of the proposed changes to section E of the Faculty Manual that will be discussed at the Faculty Council can be found here.

A convenient chart summarizing the proposed changes and certain characteristics can be found here.


CoNTTF's Action Plan: Re-envisioning Faculty Appointments ‐ Fall 2017

Overview


A few answers to questions raised recently at some of our unit conversations can be found here (revised).


The numbers of non-tenure-track faculty have increased substantially at CSU primarily as a budgetary measure. An analysis of NTTF salaries relative to TTF salaries shows the great discrepancies in how much various faculty are paid. While many differences in pay are appropriate for the different value of faculty's work, the data shows that strictly as a budgetary measure, administrators can hire two NTTF to replace any one TTF.

The CoNTTF proposal aims to provide a career path for NTTF that would give NTTF access to increased salaries over time through merit and promotion pay, which would over time lessen the gap between NTTF and TTF pay, affecting the long-term choice of hiring NTTF over TTF.

Here's a figure taken from publicly published data summarizing the pay disparity at the university: Salary Ranges


In April, the Faculty Council Committee on Faculty Governance (CoFG) circulated a document entitled "Questions and Concerns Arising in COFG Discussions CoNTTF Motions for Changes to Section C" to the faculty.

CoNTTF subsequently issued a response to the faculty. The CSU chapter of the AAUP (American Association of University Professors) also weighed in on the matter.

The current and relevant sections of the Faculty Manual can be found on the Provost's web site at: Section C and Section E.

The CoNTTF proposals can be found at: Proposed amendments to Section C, Proposed amendments to Section E 2.1 and others and Proposed amendments to Section E 4.2 and others.

A quick fact sheet on this and related matters can be found here.



CoNTTF's Action Plan: Re-envisioning Faculty Appointments ‐ Spring 2017

Overview


A copy of the Proposed Appointment Types and Changes to the Faculty Manual, to be presented on 7 March 2017 to the Faculty Council can be found here.


CoNTTF is currently working to transform appointments for faculty off the tenure track at CSU. The current recommended changes to the Faculty Manual and suggestions for broader cultural and administrative change at the university are the result of years of work by this committee and its associated advocates. Below you can find several documents that illustrate how CoNTTF has been moving forward.

Under "Transformation of Non Tenure Track Appointments, Summer 2016" you can find a link to our Central Tenets. These are the values and ideals that have guided our vision for transforming faculty appointments. The Central Tenets were presented to Faculty Council, Executive Committee of Faculty Council, and the Council of Deans in the Fall of 2016 with support for CoNTTF to develop a plan.

Under "CoNTTF's Proposal: Re-envisioning Faculty Appointments, Fall 2016" you can find a link to our full proposal which was developed over the 2015-2016 academic year based on substantial research of other institutions' models for faculty off the tenure track appointments. The full proposal contains several documents describing the necessity for institutional change and the values outlined in the Central Tenets. Appendices to the document further illustrate the long-term study and lengthy timeline leading to the current Action Plan.

Under "CoNTTF's Action Plan: Re-envisioning Faculty Appointments, Spring 2017" you can find a link to the current Action Plan which contains an overview of the specific changes CoNTTF is making to the manual and the specific suggestions CoNTTF is recommending to administration in order to accomplish a transformation in the appointments of faculty off the tenure track.

A review of these documents will show the full extent of the undertaking by CoNTTF, and an openness to adapting the vision by collecting and responding to stakeholder input.‐

The CoNTTF members have translated the earlier Proposal into a more concrete set of actions, called the "Action Plan", that are being translated into proposed Faculty Manual changes to be forwarded to Faculty Council.

Details

CoNTTF's Action Plan provides goals to transform NTTF appointments at CSU. We are currently drafting proposals to revise the Faculty Manual to reflect these goals and anticipate bringing these changes to Faculty Council this spring. Our Action Plan also includes aspects of our vision that cannot be changed simply through revisions to the Faculty Manual. Some of these changes will require shifts in the faculty culture at CSU—like getting 80% of NTTF onto our recommended career path; some of these changes will require work on the part of administrators—like fairly compensating NTTF for all the work they do at the university. President Frank has charged our committee with recommending salary goals for NTTF at CSU, and so we have included those recommendations in our Action Plan. We hope that by including these aspirational goals in our vision, our community will start figuring out how to make them a reality.


The current version of the Action Plan can be found here.



CoNTTF's Proposal: Re-envisioning Faculty Appointments ‐ Fall 2016

Over the last year, CoNTTF has researched a dozen models for transforming non-tenure track appointments. While no one model perfectly fit our institution, we used our research to guide the development of a proposal that would best serve the faculty of CSU.

At this point, the goal of CoNTTF is primarily to improve working conditions for all NTTF at CSU. We hope that by realigning appointment types and providing specific guidelines about the hiring, evaluation, promotion, and retention of NTTF we can unify and clarify best practices for including and supporting the NTTF in our community. The great variety of conditions for NTTF around our campus means that for some this proposal may not go far enough, but for those NTTF who do not yet have standardized hiring, voting, evaluation, promotion, or grievance procedures, we believe that these measures will go a long way to improving the working conditions for all NTTF at our university.

The full proposal, with all of its prefatory materials, illustrations, and appendices can be found here

For those wishing to focus on the proposed changes themselves, an excerpt from the larger document discussing the proposal specifically is provided here

Feedback on the Proposal: Please join us for a forum on Tuesday, 25 October 2016 from 10-11am in LSC 386.

A second forum has been scheduled on Tuesday, 7 November 2016 from 9-101am in LSC 308-310 to further discussion on the Proposal and gain additional feedback.



Transformation of Non‐Tenure‐Track Appointments ‐ Summer 2016

The Faculty Council Committee on Non-Tenure-Track Faculty (CoNTTF) has provided a Proposal for the Transformation of Non-Tenure-Track Appointments to the Central Administration at the request of the President. The Proposal is centered around the following fundamental Central Tenets:

  • Secure & Protected Appointments ‐ A career path appointment for faculty hired to teach on a continuous basis with access to a grievance process and all rights within.
  • Policy Oversight & Enforcement ‐ To ensure the consistent implementation of the vested career path and the new faculty appointments for teaching and specialized positions off of the tenure track.
  • Due Process & Grievance ‐ A centralized, systematic and consistent due process system superseding individual departments and colleges.
  • Centralized Funding ‐ For vested career path faculty teaching appointments.
  • Ethical & Legal Hiring ‐ Approved and monitored by Office of Equal Opportunity (OEO).
  • Evaluation & Notification ‐ Transparent and timely, part of the existing annual salary exercise.
  • Full Support & Provision of Resources ‐ Consistent with hiring processes including appropriate professional development.
  • Specific, Centralized & Approved Offer Letter ‐ Based on definitions in the Academic Faculty and Administrative Professional Manual with position expectations and responsibilities, evaluation process and timeline and professional development plans.
  • Full Voting Rights at All Levels ‐ Full emancipation into the governance life of the unit and the larger university.

These Central Tenets are designed to recognize, hold true and improve with tangible measures the treatment of a highly educated and qualified professoriate comprising our institution's untenured teaching faculty. These individuals are directly responsible to one of the University's main constituencies, the student body. By improving the working conditions of the former we ensure quality learning conditions of the latter.

A copy of the slide show presented to the Faculty Council on 4 October 2016 can be found here.



What's in a Name? ‐ Summer 2015

Non-tenure-track? Yes, it is an awkward moniker that sounds clunky and seems to define us by what we are not. Currently, we use the term because it is the most accurate and inclusive descriptor we could find, and one that appears easiest for a variety of audiences to understand. Although "adjunct" and "contingent" are widely used, both terms suggest temporary and/or nonessential employment. The facts at CSU, and indeed, around the nation, argue otherwise. In adopting its name, the Committee on Non-Tenure Track Faculty (CoNTTF) also recognizes the variety of official appointment types at CSU, which do not include "adjunct" or "contingent." To illustrate, a NTTF faculty member at CSU may hold any of these appointment types: temporary, special, or senior teaching faculty. What we have in common is that we are all faculty and we all work outside the tenure system.



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