The purpose of teaching has been said to be to provoke the student and make them think. therefore...

CRIT YOUR FACULTY!

or HOW TO GET YOUR MONEYS WORTH FROM THE FACULTY!

It is now apparent that the college has a budget
shortfall and that strong (perhaps drastic)
action will soon be taken by the administration
to save money. The college has requested ideas
as to how to save approximately $ 450,000 this
coming year. Before we go raising student fees,
cutting classes, eliminating the idea of daycare
for another decade, etc., it might be wise to
look for better solutions.

Very few students know that faculty is gener-
ally obligated to match their teaching hours/
week at the college with an equal number of
hours per week (actually more) working for the
college generally. In other words they should
be working twice the time they currently do at
the college as most only show up to do their
classes. Since many of them don’t meet their
contractual obligations for equivalent time, I

would suggest that their salaries be cut by 50%.

Actually, more than half as I will outline later.

This means (in their contract with ECCAD)
that if a faculty member teaches 15 hours
during the week, they also have to serve a
further 20 hours of duty per week in other
direct college business or in working informally
with students. In most cases, however, they
teach and run, attending occasional meetings
through the semester. In fact, a lot of faculty
design their teaching time such that they have a
three day teaching week and thus a four day
weekend disregarding the requirement of
equivalent time completely. Also, no one
monitors this extra time required from them
contractually.

Are we to believe that full time faculty actually
work a thirty five hour week for the college as
required by their contract with the college? Do
we ever see them around here after there
classes or in their offices working away ?

Perhaps the faculty should have weekly posted
hours on their doors as to when they are
working for the college and/or are available for
students to drop in and consult beyond their _
normal teaching or student “contact” time. It
would also be helpful if they would post how
much, where and when they spend their equiva-
lent time working for the college beyond their
obligatory teaching hours.

The faculty-college contract says that faculty
show up for work on August 22nd before the
Fall Semester and are working for the college
up to approximately May 22nd (a month after
Spring classes end and two weeks after the
Graduation Show goes up).

After. this time, they have a month for “Profes-
sional Development” (May 22nd - June 22nd)
and then their two months holiday (June 22nd -
August 22nd). This effectively means three
months with no obligations to the college. In
fact, most faculty are gone from these premises
on April 22nd (the last day of Spring semester
classes) and since pre-registration is now
automatic, they don’t show up again until
approximately September Ist for the Fall
semester.

With the exception of a few meetings before
semester start and end, and a day or two
interviewing/reviewing portfolios for new
entrants, they effectively have a four month
plus one week holiday. A further three weeks
off after classes end at Christmas time rounds
off this holiday time amount to approximately
five months per year.

And let’s not forget those further two “Read-
ing Weeks”, one during each semester. Could
we say it approaches six months per year
rather than five ?

Many faculty at ECCAD axe “tenured” or
have a guaranteed job with the college for life.
They are called “continuing” here as
“tenured” is not a fashionable word. It’s the
same thing. The highest salary for tenured
faculty at ECCAD is approximately $60,000
per year.

I propose that faculty tenure be curtailed or
eliminated at ECCAD and that they pursue
their artistic endeavors during the late spring
and summer time, with subsequent savings to
the college generated by this further 33% cut
in pay. I would think it appropriate, since
they are wont to moan about “sacrificing”
their artistic life for a teaching career, that
they be given this unpaid window of opportu-
nity to advance their careers and earn money
solely from their artistic endeavors.

Faculty may further justify their daily ab-
sences (a.k.a. “non-contact” time) from the
The purpose of teaching has been said to be to provoke the student and make them think. therefore...

CRIT YOUR FACULTY!

or HOW TO GET YOUR MONEYS WORTH FROM THE FACULTY!

tis now apparent that the college has a budget
shortfall and that strong (perhaps drastic)
action will soon be taken by the administration
to save money. The college has requested ideas
as to how to save approximately $ 450,000 this
coming year. Before we go raising student fees,
cutting classes, eliminating the idea of daycare
for another decade, ete., it might be wise to
look for better solutions.

Very few students know that faculty is gener-
ally obligated to match their teaching hours/
week at the college with an equal number of
hours per week (actually more) working for the
college generally. In other words they should
be working twice the time they currently do at
the college as most only show up to do their
classes. Since many of them don’t meet their
contractual obligations for equivalent time, I
would suggest that their salaries be cut by 50%.
Actually, more than half as I will outline later.

‘This means (in their contract with ECCAD)
that if a faculty member teaches 15 hours
during the week, they also have to serve a
further 20 hours of duty per week in other
direct college business or in working informally
with students. In most cases, however, they
teach and run, attending occasional meetings
through the semester. In fact, a lot of faculty
design their teaching time such that they have a
three day teaching week and thus a four day
weekend disregarding the requirement of
equivalent time completely. Also, no one
monitors this extra time required from them
‘contractually.

‘Are we to believe that full time faculty actually
work a thirty five hour week for the college as
required by their contract with the college? Do
we ever see them around here after there
classes or in their offices working away ?

Perhaps the faculty should have weekly posted
hours on their doors as to when they are
working for the college and/or are available for
students to drop in and consult beyond their
normal teaching or student “contact” time. It
‘would also be helpful if they would post how
much, where and when they spend their equiva-
lent time working for the colle
obligatory teaching hours.

beyond their

The faculty-college contract says that faculty
show up for work on August 22nd before the
Fall Semester and are working for the college
up to approximately May 22nd (a month after
Spring classes end and two weeks after the
Graduation Show goes up).

After this time, they have a month for “Profes-
sional Development” (May 22nd - June 22nd)
‘and then their two months holiday (June 22nd -
August 22nd). This effectively means three
months with no obligations to the college. In
fact, most faculty are gone from these premises
on April 22nd (the last day of Spring semester
classes) and since pre-registration is now
automatic, they don’t show up again until
approximately September Ist for the Fall
semester.

With the exception of a few meetings before
semester start and end, and a day or two
interviewing/reviewing portfolios for new
entrants, they effectively have a four month
plus one week holiday. A further three weeks
off after classes end at Christmas time rounds
off this holiday time amount to approximately
five months per year.

And let’s not forget those further two “Read-
ing Weeks”, one during each semester. Could
we say it approaches six months per year
rather than five ?

Many faculty at ECCAD axe “tenured” or
have a guaranteed job with the college for life.
They are called “continuing” here as
“tenured” is not a fashionable word. It's the
same thing. The highest salary for tenured
faculty at ECCAD is approximately $60,000
per yea

I propose that faculty tenure be curtailed or
climinated at ECCAD and that they pursue
their artistic endeavors during the late spring
and summer time, with subsequent savings to
the college generated by this further 33% cut
in pay. I would think it appropriate, since
they are wont to moan about “sacrificing”
their artistic life for a teaching career, that
they be given this unpaid window of opportu-
nity to advance their careers and earn money
solely from their artistic endeavors.

Faculty may further justify their daily ab-
sences (a.k.a. “non-contact” time) from the