The worst thing about contingency is contingency

Prompted by a very interesting conversation this morning on my Facebook over this blog post, which contends among other things that:

Though peo­ple are loath to admit it, the tenure-track posi­tion is the most scru­ti­nized and pressure-packed of fac­ulty posi­tions when talk­ing strictly about pro­fes­sional expec­ta­tions. This, of course, is because exist­ing depart­ment and insti­tu­tional bylaws require more reviews, paper­work, hoop nav­i­ga­tion, and file pro­duc­tion from this employee class than any other. Hav­ing suc­cess­fully nav­i­gated the tenure process twice now in two dif­fer­ent insti­tu­tions, I could go on for months here. As a mat­ter of fact, one of the things I did before leav­ing my pre­vi­ous insti­tu­tion was to help change our depart­ment bylaws in order to make life less ridicu­lous, bur­den­some, and puni­tive for those on the tenure track. (For exam­ple, there is no need for your 2nd year reten­tion file to be 300 pages by require­ment, is there?)

I didn’t react well to the claim, even though it is “strictly about professional expectations.” As what some people might describe as a rabid activist for adjunct labor equity, I immediately and strongly contested the author’s allocation of institutional power, which says that pre-tenure tenure-track faculty aren’t very powerful either, and that the commonplace adjunct rhetoric claiming that tenure-track faculty could just fix it all if we wanted to is wrong-headed.

The conversation on Facebook got a little testy, as many of these conversations do, but it got me thinking about some things I wanted to say in more detail than the Comment boxes invite.

One of the points I was trying to make is that I fully agree about how stressful it is to be a junior tenure-track faculty member. Every single thing you do or say feels monitored–and sometimes is. As tenure-track positions become rarer, the stakes go up. It’s common to get bad advice–sometimes from people who mean well, sometimes not–and difficult to know what’s what as a new person navigating an unfamiliar institution. And so on. I think the author of this blog post gets all that right.

I think he’s right too when he says that the generalized animus towards tenure-track and tenured faculty is misplaced. Not many of us are as active in pursuit of labor equity as I’d like for us to be, but very few of us are as actively willing to see contingent faculty suffer as many contingent faculty seem to think we are. Or put another way, there are lots of us trying to do at least some of the right things. It’s not enough, and I’m not saying that calling out complicity in an unjust system shouldn’t happen. I am saying generalizations like “All tenured faculty are happy to have adjuncts doing their work for them” are incorrect and unhelpful. I’ve come close to throwing it in a couple of times when faced with an onslaught of that animus; there’s only so many times you can hear yourself accused before you walk away.

In fact, I would go even further in contesting some of the common wisdom about the differences between adjunct and tenure-track positions. He doesn’t address the “We do the same job ” trope, for example, which makes me crazy. Yes, there are adjunct faculty who do research and service to the extent their positions afford it, but those are rarely requirements (I would be fine if they were–this isn’t an argument about qualifications). Even as a tenured full professor, I can get fired if I stop doing them–and rightly so. It would take a long time and I’d get lots of chances to fix it, but the fact that my position requires it and my adjunct colleagues’ don’t makes my job different. Before you respond that they teach more than I do, no they don’t–not in my system, where the full-time teaching load for both contingent and non-contingent faculty is 4/4. I had this argument early this summer on a national listserv of adjunct activists, and it didn’t go over very well.

So I’m willing to concede that I overreacted to the author’s position, given that I’m agreeing with his major points and adding to them. With that said, I’m not fully satisfied with the tension he leaves unresolved and think this next part needs saying loud and clear.

Are tenure-track faculty under a great deal of pressure? You bet. I’m in my professional teens as of this year (starting my 13th year out of grad school), so it hasn’t been that long since I was untenured. And I was untenured in a place where the politics surrounding tenure and promotion aren’t nearly as vicious and capricious as they are in many (Union Yes!).

But, and this is the point I was trying to make originally on the Facebook post, the pressure on tenure-track faculty simply isn’t comparable to the stress on contingent faculty whose jobs may shrink or disappear without notice or explanation; whose benefits, if there are any at all, are often tied to their teaching loads in such a way that losing a course could cost them much more than simply the lost salary (which already sucks); if you’ve read this much of this post already, you know this litany already. In practical terms that risk is not as prominent for some contingent faculty as for others, but it’s never not there. Pre-tenured faculty at most institutions can, I realize, lose their positions in the first two or three years without cause, the risk of which is horrifically stressful, but even then–during the academic year, they’re guaranteed full-time work, full-time benefits, and full-time pay.

As long as contingent faculty jobs can be changed or taken away for any or no reason at all, their employment situations are worse than mine. No matter how complicated an institution or a political dynamic, I just can’t see that any other way right now.


3 Responses to The worst thing about contingency is contingency

  1. Hi Seth. I really like this response a lot, and pretty much agree. I could never hope to cover the full issue in a morning blog post! I would say it’s also a fallacy to equate all contingency–for some it works quite well. In my system, Emeritus faculty teach as contingent faculty, as well as a large number of people who are only interested in teaching one course (say, a local business owner or employed engineer). But yes, it’s terrible if you want more than it offers and are someone who was actively seeking a TT job. Either way, that’s why I was careful to say “professional expectations,” because knowing adjuncts and having adjuncted myself, the “life pressures” are a whole separate deal. Anyway, thanks for reading and taking the time to respond; I really appreciate it.

    • sethkahn says:

      Thanks for that, Chuck. My initial reaction to the piece was somewhat more, er, animated until I realized you just hadn’t said what I wanted to say. I preach this to my writing classes all the time. Took me a few minutes extra to get the memo.

      And yes, there are people for whom part-time employment works. I don’t think anybody wants to take that away. Someday, this conversation will have gotten established enough for terms to be used commonly, at which point I would propose that the word “contingent” applies specifically to people who want security and don’t have it.

  2. Thanks again for responding. And yes, I agree. “Contingent” is such a tough word because it’s really a financial designation that has come to mean so much more in our larger discourse. I think the thing I struggle with is “x has it worse than y, so let’s not ever talk about or stand up for Y.” I tend to beat the same drum–if we want change, we need to stop hammering on people not really positioned to enact it, which happens to adjuncts all the time when people say, “If you don’t want an adjunct problem then stop being an adjunct!” And then my head explodes. Anyway, I truly agree with the spirit of everything you wrote, so thanks again!

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