The title is lifted from the subject line of a post to the WPA-l yesterday, which has prompted a thread that’s simultaneously fascinating and repetitive….. This is the most direct answer I can muster to the original question.
The shift to NTT positions, even the best ones, is about maintaining staffing flexibility. It also has some other advantages in some cases–saving money, making faculty precarious such that participation in shared governance is less active than it should be, but in every case: flexibility.
Management wouldn’t prefer those positions if the positions didn’t benefit management in some way.
Last semester, I learned the phrase “tenure saturation” to describe a problem in another department on my campus. That department had converted several long-term NTT faculty into tenure-eligible faculty via a provision of our union contract. Then enrollment dropped, and the department doesn’t have enough sections to fill out the workload of all the faculty who they contractually owe full-time work to.
[Except that they do; they’ve had to run some very small courses and several they’d otherwise like to have canceled for under-enrollment, but that didn’t stop gravity from working…. ]
Multi-year term positions, if the workload is guaranteed through the length of the contract, put units on the hook for having to provide work in short and medium terms, but it still offers management more flexibility over the long term. Based on union contracts I’ve seen (and I suspect this is true for non-union NTT faculty too, maybe even more so), “automatic” rollovers at the ends of employment periods are automatic only as long as there’s need for the position to continue. That is, it’s still easier to disappear a longterm NTT faculty member than a tenured faculty member, even if management can’t do it during a contract term without cause.
In best cases** where those rollovers are guaranteed, and the positions provide the faculty with fair compensation, job security, due process protections, etc, then whether we call that tenure or not is beside the point. Echoing Michael McCamley’s call to check assumptions about NTT faculty (which I take to heart), I’d ask us to do the same about what we think tenure is and does. In the world of the PA State System, what tenure does is very simple–
1. It slows our evaluation cycle from every year to every five years on the grounds that we’ve demonstrated our ability to perform the job.
2. It slows down (but does NOT stop) the process by which somebody could lose a tenured position if they don’t fully meet professional expectations; in that slow-down, it also requires management to apportion discipline progressively instead of leaping to the worst possible punishment and it enables improvement programs that have enough time to work before anyone decides whether they were successful.
The difference, then, between me as a tenured full-professor and a theoretical 5-year-term NTT colleague is in what happens at the ends of those terms if there are performance or enrollment problems. Tenure does two things for me. It means that I get a lot more latitude to fix performance problems, and it means that if management has to eliminate my position (what we call retrenchment), I get protections that NTT faculty don’t, including a protocol that invokes several ways to find continued employment on our campus or in our system before I actually lose the job.
Tenure does not provide me due process or academic freedom protections that NTT faculty don’t have; our NTT faculty have those too, at least in theory. But it does provide padding against really-bad-if-not-quite-worst-case scenarios that could cost NTT faculty their positions without much notice.
I’ve said this before, but… I’m going to push against contingency as long as its deployment is putting people’s livelihoods at risk to solve accounting problems.
**More common are situations where faculty can simply be non-renewed at the ends of their terms without any cause or even explanation. So the job is better for them while it exists, but there’s no protection against at-will ejection.