“If the administration thinks post-tenure review that can result in termination is a good idea for Miami University, then let them SAY IT!“
Statement at today’s negotiations by Sam Morris, co-chair of the FAM-T negotiating team, regarding the University’s proposal on Faculty Evaluations:
The University presented a new proposal on Faculty Evaluations which sets forth guidelines for annual evaluations of bargaining unit faculty members, teaching evaluation plans, formative evaluations, and proposes a periodic career review process, on a seven-year cycle, for bargaining unit faculty members with tenure for purposes of supporting further career development.
The University asserted that it values tenure, as tenure is awarded to ensure that faculty are afforded the professional autonomy and integrity essential to academic quality.
The University also said that its proposed periodic career review is intended to be formative, providing developmental guidance and support, accountability, and continued robust performance of their teaching, scholarship, and service.
The University pointed to statistics published by AAUP regarding the adoption of such policies by colleges and universities, which includes 67.6% of public universities nationally.
But there are 124 words in that paragraph from the AAUP report, and “termination” is not one of them. That’s a pretty egregious omission. Management’s proposal says:
“Bargaining unit faculty members who fail to satisfy the requirements of a performance improvement plan may be subject to discipline up to and including termination…” [our emphasis]
Significantly, the all-faculty email failed to mention the next paragraph in the AAUP report, which says that, in fact, only a minority of post-tenure review systems [27%] can result in termination.
If the administration thinks post-tenure review that can result in termination is a good idea for Miami University, then let them SAY IT!
Don’t leave it tucked away in the very last clause of an attachment and cover it with a platitude about valuing tenure. SAY IT!
“Make the case that this makes us better than our competitive peers.”
Put that in our faculty hiring ads on HigherEdJobs and the Chronicle of Higher Education.
Sell that to the up-and-coming talent that we will hire to bear that fruit of all these capital investments.
Make the case that this makes us better than our competitive peers.
Buy new ads that solicit people to come to our “public Ivy” and tell them out loud that tenure lasts less than two graduation cycles.
Send that email tomorrow that says “we’re proposing to make tenure a seven-year commitment.” Tell the whole story. Tell the truth.
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