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No segment of American society is exempt from the workforce changes that must be addressed as baby boomers begin to retire from full-time work. UC's faculty, who are crucial to all UC|21 goals and the University's financial recovery, will most likely be retiring in increasing numbers over the next 5-7 years (see chart). Preparation for this turnover must begin now. Three issues are key: stabilizing and improving the work lives of non-tenured full-time faculty (e.g., those with field service, clinical, and research titles); moving non-tenured faculty into tenure-track lines wherever possible, for those faculty who are interested in doing so; and budgeting the funds that will be needed to recruit and retain excellent new faculty into tenure-track lines, at the market rates UC will inevitably be required to pay.
To follow is a copy of the proposals made at the negotiating table last summer with regard to non-tenured faculty issues. These proposals touch on workload for all faculty, tenured and non-tenured, as well as issues of fairness and stabilization of the faculty body. The package would also have addressed the confusion and lack of clear definitions for titles such as "field service," and the misuse of titles such as "visiting."
As noted in earlier publications, there was a great deal of potential agreement at the bargaining table last summer with regard to these AAUP proposals. The sticking point was the Chapter's insistence on an improved system of review and long-term appointment terms for those non-tenured faculty who demonstrate, over multiple reappointment reviews, their excellence.
We hope to be able to revisit these proposals with UC administration, given how close we were at the table on so many of these points.
__ Sally Dunn, President __ Dave Rubin, Staff Consultant, 2007-2010 Contract Chief Negotiator
AAUP Contract Proposals on Contingent Faculty Issues
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