NFM proposes the following assumptions and principles to guide reform of contingent academic employment practices. Please indicate whether you could publicly affirm each:
1. Assumption: The current contingent faculty hiring model that has produced a 75% contingent faculty population is problematic at best and exploitative at worst because faculty working conditions are, inevitably if not directly, student learning conditions.
2. The goal of reform efforts should be to transform the current system into one that ensures that all faculty, regardless of appointment status , are guaranteed by their institutions equal access to all of the conditions and tools that they need to ensure the highest quality education possible for students.
3. The conditions and tools that are necessary to ensure the highest quality education possible for all students include but are not limited to those articulated in NFM’s seven goals: equity in
· professional evaluation and job security;
· academic freedom;
· participation in faculty governance and other representative bodies;
· professional development and advancement;
· access to health and retirement benefits; and
· access to unemployment compensation insurance for all faculty not on continuing contracts.
4. Developing specific plans to implement reforms should always be carried out in a collaborative, democratic, participatory fashion that includes all stakeholders especially the non-tenure-track faculty who are most directly affected.
5. Reform efforts that involve restructuring should prioritize upgrades for people rather than conversions of positions, in order to respect the value of the ongoing service that existing employees provide. All reform or restructuring efforts should build in some form of protection for currently serving faculty in order to prevent further harm to these faculty who have served in contingent appointments, without proper support or compensation, for so long.