Wilmington College of Ohio
Page first posted 10.9.05. Last modified 10.27.2013.
The faculty are appreciative that the current administration has abjured the previous administration's annual accounting sham of claiming a "budget crisis" that always attacked the academic program while leaving administrative spending, not merely intact, but increasing. We are also appreciative of receiving a cost-of-living raise for the first time since 2006.
That said, however, financial priorities remain an uppermost concern. In spite of the raise, we remain the lowest-paid faculty in Ohio for the latest reported year in the AAUP Academe survey, once full/associate/assistant are lumped together. We have fallen so far behind that even if we get cost-of-living increase every year from now on, we will never regain comparable pay against other colleges.
It seems necessary, at this point, to emphasize two facts:
The reason for this is simple. The Board's by-laws state, very clearly, that the Board is obligated to oversee faculty pay with an eye toward two factors:
The Board's by-laws are unambiguous and unqualified: the College is obligated both to pay going wages to the faculty, and to pay faculty of higher ranks at a level which compares to such distinction at comparable institutions.
The faculty have the right not only to ask, but to insist that this obligation be honored, as it has not been for many years now.
On the matter of administrative spending, the time is long overdue for the college to conduct the Noelle-Levitz Student Satisfaction Inventory survey. The college's last Strategic Plan intoned that we were to survey students as to their satisfaction with administrative offices, and the results to be published, in order to improve service. In fact, nothing in that direction was done, and my (Dr. McNelis's) own proposal that it be done was shunted to the Student Life committee in 2007, where it has rested quietly ever since. I have repeated this proposal several times in the last couple of years, to the same non-result as formerly.
Ipeds Multi-Comparison Report for Wilmington College, up to our reporting for tax year 2009; this report was run in May 2011. The comparison group of colleges and universities is listed at the beginning; it includes (I think) all Ohio private colleges except for the highest-end/least comparable, such as Case Western.
"Understanding University And College Financial Statements", from Rudy Fichtenbaum, Economics, Wright State University
Rudy's Analysis of the Financial Statements of Fairfield University provides a model for financial transparency and accountability at a private college like our own.
"The Faculty and the Budget" (Academe, March-April 2001)
A message to Wilmington faculty from Cinci State faculty:
The Cincinnati State AAUP is extremely grateful to the Wilmington AAUP for your support in our job action.
It's a difficult time for everyone here, and knowing that our colleagues are behind us makes all the difference in the world...
Chief Negotiator, Contract Compliance Officer
Cincinnati State AAUP
AAUP National on the strike: http://www.aaup.org/AAUP/newsroom/2011+Web+Highlights/CSstrike.htm
Local TV news, 9/28: students storm president's office: http://www.wcpo.com/dpp/news/region_central_cincinnati/clifton/students-march-on-president%27s-office Local TV news. 9/23: http://www.wcpo.com/dpp/news/region_central_cincinnati/clifton/Cincinnati-State-strike-planned-for-one-week
The Cinci State AAUP website, linked below, will provide updates.
From AAUP President Cary Nelson: What an AAUP chapter can do for your college
President Nelson questions how we are supposed to assess, for example, teaching about the Holocaust? http://chronicle.com/article/Keep-Your-Hands-Off-the/128804/
See pages 1 and 3 of this issue of the Wright AAUP's newsletter, The Right Flier, on the novel concept of a formal reporting system for (lack-of-)service issues in support of the primary academic mission. And if you think that state universities and privates live in separate worlds with nothing in common--read this recent issue for some good laughs of recognition; we are all in this together.
Adjunct pay of "$44,000 plus basic benefits" viewed as scandalously low at Stevens Institute of Technology, New Jersey. From Inside Higher Education: http://www.insidehighered.com/news/2009/06/12/adjunct
It appears that our contracts include the expected "wiggle room" on the raise we thought we had negotiated. Regardless, the rest of the language is consistent with past contracts, and it does not seem necessary at this time to advise rejecting them.
The faculty at Georgetown, KY have been given contracts which specify a scale of pay reductions which faculty are to accept based on the number of students enrolled in the fall. Our best legal advice to date is that tenured faculty are NOT obligated to sign new contracts with this or any other modification. In the event that such language appears in our upcoming contracts, please be advised that we (the tenured faculty) may wish to collectively reject such provisions.
Chapter membership is now up to 21. Because main-campus full-time faculty currently number 57, we are optimistic that a membership drive may put us "over the top," and underline that we are advocating for the shared concerns of the majority. Letters and other recruiting materials will be distributed shortly.
Membership will be polled as to the desirability of meeting on alternate Mondays at 4 p.m. for the current year; weekly meetings are seen as too frequent, but bi-weekly seems preferred by most.
The mission of the American Association of University Professors (AAUP) is to advance academic freedom, to define fundamental professional values and standards for higher education, and to ensure higher education's contribution to the common good. Founded in 1915, the AAUP has helped to shape American higher education by developing the standards and procedures that have maintained quality education and academic freedom in this country's colleges and universities for most of the twentieth century, and now in the beginning of the twenty-first century.
The American Association of University Professors (AAUP) is the only national organization exclusively serving the interests of college and university faculty members. AAUP supports and defends the principles of academic freedom and tenure and promotes policies to ensure academic due process. AAUP has more than 44,000 members at colleges and universities throughout the country.
A "collective bargaining unit," or CBU, means the AAUP chapter is the sole recognized faculty representative organization for collective bargaining purposes. An "advocacy chapter" is one which advocates for AAUP-approved policies and standards in a non-CBU environment. Please also see the Ohio Conference of the AAUP (OCAAUP) site at ocaaup.org for updated listings of both advocacy and CBU chapters.