This study takes college teaching/educational quality seriously by taking teachers' working conditions seriously. Data consist of contractual provisions about adjunct faculty members' access to instructional resources and professional development in 254 collective bargaining agreements. The research analyzes the negotiated balance in…

The academic workforce in higher education has shifted in the last several decades from consisting of mostly full-time, tenure-track faculty to one comprised predominantly of contingent, non-tenure-track faculty. This substantial shift toward part-time academic labor has not corresponded with institutions implementing more supportive policies and…

Organizational rules explain organizational stability and change. Using national surveys and fieldwork, we examine changes in tenure and promotion rules at comprehensive colleges and universities from 1969 to 2002. We find that increased rule founding and change arise from the increasingly rationalized environment, such as the academic…

Probability-based targets, instead of tenure quotas, work with a longer view of the future and permit flexibility in decisionmaking by asserting that performance standards remain the key criterion for promotion. (Author/PG)

College administrators need to understand staff development as an integral part of the total process of organizational development. A 6-stage paradigm is suggested as one conceptual framework within which a college may identify and act upon its staff development needs. (Editor/PG)

An in-depth analysis of faculty flow models is presented in an attempt to determine the scope of currently used quantitative planning models, as well as their applicability as an aid to decision makers in differing institutional settings. (Author/MLW)

Community colleges employ over 100,000 full-time faculty members, or one fifth of all faculty members in U.S. post-secondary education (National Center for Education Statistics [NCES], 2001; Huber, 1998). These faculty members provide instruction in a wide range of programs for approximately 37% of all postsecondary students in the U.S., including…

Recent financial stringencies in colleges and universities are generating pressures for more efficient use of available faculty resources. Proposes the creation of formal organizational entities oriented toward public service. (Editor/PG)

Retirement programs for college faculty are evaluated in terms of both their wealth-creation attributes and the incentives they provide for retirement. Wealth accumulation and relative cash flow from working compared to retirement are evaluated at various ages under alternative assumptions about rates of return and contribution rates. The nature…

Strategies for initiating employee alcoholism and assistance programs in higher education institutions are considered. Barriers to faculty utilization of such programs include visibility of work performance and nature of supervision. Modes for adapting existing program designs to higher education are suggested. (Author/JMF)

Reports results of a survey of 360 chief academic officers at member institutions of the American Association of Colleges and Universities regarding their policies and practices for assisting dual-career couples. Examines the motivations, barriers, consequences, and policy implications of institutional responses to dual-career couples. (DB)

A study of college faculty evolution at Colgate University using a computer simulation model demonstrates how such a model can be used in planning and policy development. The potential effects of changes in retirement and tenure policies at Colgate and their ramifications for the affirmative action program are discussed. (Author/JMF)

The potential benefits--to the individual, the institution, and society--and the potential costs of faculty consulting are examined. A review of the relevant literature and data precedes a presentation of new findings and a taxonomy for developing institutional guidelines. (Author/MLW)

The use of a faculty flow model is expanded to include simulation of the indirect effects on a university's faculty of institutional policies that directly affect enrollments. Based on data from the University of Minnesota, the results have implications for faculty size and personnel policy. (Editor/LBH)

Allows those involved in affirmative action policy making activities to have a better understanding of the real concerns of both the minority candidates and the institution. (Author)