archive-org.com » ORG » A » AAUP.ORG

Total: 1208

Choose link from "Titles, links and description words view":

Or switch to "Titles and links view".
  • The 2013 Bulletin of the AAUP | AAUP
    including the annual report on faculty compensation Click here to read more about the benefits of an AAUP membership Learn more Current Issue Previous Issues Contact Advertising Submissions Subscriptions Check out the current issue Visit the Academe Blog The Academe Blog is an extension of the magazine exploring a wide range of topics including academic freedom governance of colleges and universities working conditions and more The 2013 Bulletin of the AAUP The AAUP s annual Bulletin collects in one place the reports policy statements and official AAUP business materials of an academic year in this case 2012 13 Most of these documents have already been published on the AAUP website or in Academe and the parenthetical dates after their titles refer to date of original publication The Bulletin of the American Association of University Professors is published annually as the July August issue of Academe This table of contents links to pdfs of that print version These pdfs will stand as the historical record for 2012 13 and will not be changed However some of the reports here for example Committees of the Association are updated frequently If you are looking for the most recent version of a report or statement please search the main AAUP website Table of Contents and From the Editor Academic Freedom and Tenure Investigative Reports University of Northern Iowa National Louis University Illinois Southern University Baton Rouge College and University Governance Investigative Report The University of Virginia Governing Board s Attempt to Remove the President Policy Documents and Committee Reports Recommended Institutional Regulations on Academic Freedom and Tenure Confidentiality and Faculty Representation in Academic Governance The Inclusion in Governance of Faculty Members Holding Contingent Appointments Joint Statement on Faculty Status of College and University Librarians Campus Sexual Assault Suggested Policies and Procedures Regulation of Research

    Original URL path: http://www.aaup.org/article/2013-bulletin-aaup-0 (2016-02-13)
    Open archived version from archive


  • Volume 98 (2012) | AAUP
    Academic Freedom AAUP Bookstore News AAUP in the News AAUP Updates For the Media Get Involved Upcoming Events Local Toolkit Issue Campaigns Find Chapters Conferences Start a Chapter I Need Help With Workplace Issues Understanding Terms and Abbreviations Responding to Financial Crisis You are here Home Reports Publications Bulletin of the AAUP Join the AAUP By joining the AAUP you help shape the future of our profession In addition there are practical benefits such as discounts insurance programs and a subscription to Academe including the annual report on faculty compensation Click here to read more about the benefits of an AAUP membership Learn more Current Issue Previous Issues Contact Advertising Submissions Subscriptions Check out the current issue Visit the Academe Blog The Academe Blog is an extension of the magazine exploring a wide range of topics including academic freedom governance of colleges and universities working conditions and more Volume 98 2012 Bulletin of the AAUP The AAUP s annual Bulletin collects in one place the reports policy statements and official AAUP business materials of an academic year in this case 2011 12 Most of these documents have already been published on the AAUP website or in Academe and the parenthetical dates after their titles refer to date of original publication The Bulletin of the American Association of University Professors is published annually as the July August issue of Academe This table of contents links to pdfs of that print version These pdfs will stand as the historical record for 2011 12 and will not be changed However some of the reports here for example Committees of the Association are updated frequently If you are looking for the most recent version of a report or statement please search the main AAUP website Table of Contents and From the Editor Academic Freedom

    Original URL path: http://www.aaup.org/article/volume-98-2012 (2016-02-13)
    Open archived version from archive

  • The 2011 Bulletin of the AAUP | AAUP
    News AAUP in the News AAUP Updates For the Media Get Involved Upcoming Events Local Toolkit Issue Campaigns Find Chapters Conferences Start a Chapter I Need Help With Workplace Issues Understanding Terms and Abbreviations Responding to Financial Crisis You are here Home Reports Publications Bulletin of the AAUP Join the AAUP By joining the AAUP you help shape the future of our profession In addition there are practical benefits such as discounts insurance programs and a subscription to Academe including the annual report on faculty compensation Click here to read more about the benefits of an AAUP membership Learn more Current Issue Previous Issues Contact Advertising Submissions Subscriptions Check out the current issue Visit the Academe Blog The Academe Blog is an extension of the magazine exploring a wide range of topics including academic freedom governance of colleges and universities working conditions and more The 2011 Bulletin of the AAUP Bulletin of the AAUP Vol 97 September 2011 The AAUP s annual Bulletin collects in one place the reports policy statements and official AAUP business materials of an academic year in this case 2010 11 Most of these documents have already been published on the AAUP website or in Academe and the parenthetical dates after their titles refer to date of original publication The Bulletin is printed and mailed to AAUP members and Academe subscribers with the September October issue of Academe This table of contents links to pdfs of that print version These pdfs will stand as the historical record for 2010 11 and will not be changed However some of the reports here for example Committees of the Association are updated frequently If you are looking for the most recent version of a report or statement please search the main AAUP website From the Editor Academic Freedom and

    Original URL path: http://www.aaup.org/article/2011-bulletin-aaup (2016-02-13)
    Open archived version from archive

  • The 2010 Bulletin of the AAUP | AAUP
    Events Local Toolkit Issue Campaigns Find Chapters Conferences Start a Chapter I Need Help With Workplace Issues Understanding Terms and Abbreviations Responding to Financial Crisis You are here Home Reports Publications Bulletin of the AAUP Join the AAUP By joining the AAUP you help shape the future of our profession In addition there are practical benefits such as discounts insurance programs and a subscription to Academe including the annual report on faculty compensation Click here to read more about the benefits of an AAUP membership Learn more Current Issue Previous Issues Contact Advertising Submissions Subscriptions Check out the current issue Visit the Academe Blog The Academe Blog is an extension of the magazine exploring a wide range of topics including academic freedom governance of colleges and universities working conditions and more The 2010 Bulletin of the AAUP Bulletin of the AAUP Vol 96 September 2010 The AAUP s annual Bulletin collects in one place the reports policy statements and AAUP official business materials of an academic year in this case 2009 10 Most of these documents have already been published on the AAUP website or in Academe and the parenthetical dates after their titles refer to date of original publication The Bulletin is printed and mailed to AAUP members and Academe subscribers with the September October issue of Academe This table of contents links to pdfs of that print version These pdfs will stand as the historical record for 2009 10 and will not be changed However some of the reports here for example Committees of the Association are updated frequently If you are looking for the most recent version of a report or statement please search the main AAUP website From the Editor Academic Freedom and Tenure Investigative Reports Clark Atlanta University January 2010 The University of Texas Medical

    Original URL path: http://www.aaup.org/article/2010-bulletin-aaup (2016-02-13)
    Open archived version from archive

  • Redbook Contents | AAUP
    s Note Introduction AAUP Policies and Their Effective Use Academic Freedom Tenure and Due Process Introduction Defining Academic Freedom and Tenure 1915 Declaration of Principles on Academic Freedom and Academic Tenure 1940 Statement of Principles on Academic Freedom and Tenure with 1970 Interpretive Comments Freedom in the Classroom The Freedom to Teach The Assignment of Course Grades and Student Appeals Committee A Statement on Extramural Utterances Ensuring Academic Freedom in Politically Controversial Academic Personnel Decisions Academic Freedom and Tenure in Specific Contexts Academic Freedom and Outside Speakers Statement on Professors and Political Activity Academic Freedom and Artistic Expression Academic Freedom and Electronic Communications Access to University Records Academic Freedom at Religiously Affiliated Institutions The Limitations Clause in the 1940 Statement of Principles on Academic Freedom and Tenure On the Imposition of Tenure Quotas Academic Freedom in the Medical School Tenure in the Medical School Academic Due Process Recommended Institutional Regulations on Academic Freedom and Tenure Statement on Procedural Standards in Faculty Dismissal Proceedings Statement on Procedural Standards in the Renewal or Nonrenewal of Faculty Appointments Standards for Notice of Nonreappointment Access to Faculty Personnel Files The Use and Abuse of Faculty Suspensions College and University Government Introduction Statement on Government of Colleges and Universities On the Relationship of Faculty Governance to Academic Freedom Protecting an In de pen dent Faculty Voice Academic Freedom after Garcetti v Ceballos Faculty Participation in the Selection Evaluation and Retention of Administrators The Role of the Faculty in the Accrediting of Colleges and Universities The Faculty Role in the Reform of Intercollegiate Athletics Principles and Recommended Practices Professional Ethics Introduction Statement on Professional Ethics Statement on Plagiarism Consensual Relations between Faculty and Students Faculty Status Introduction Recruitment and Appointment Statement on Recruitment and Resignation of Faculty Members The Ethics of Recruitment and Faculty Appointments Affirmative Action Plans Recommended Procedures for Increasing the Number of Minority Persons and Women on College and University Faculties Verification and Trust Background Investigations Preceding Faculty Appointment On Crediting Prior Service Elsewhere as Part of the Probationary Period Senior Appointments with Reduced Loads Contingent Appointments Contingent Appointments and the Academic Profession Tenure and Teaching Intensive Appointments On Full Time Non tenure track Appointments The Inclusion in Governance of Faculty Members Holding Contingent Appointments Librarians and Academic Professionals Joint Statement on Faculty Status of College and University Librarians College and University Academic and Professional Appointments Evaluation of Faculty Members Introduction Statement on Teaching Evaluation Observations on the Association s Statement on Teaching Evaluation On Collegiality as a Criterion for Faculty Evaluation Post tenure Review An AAUP Response Faculty Work Introduction Statement on Faculty Workload with Interpretive Comments The Work of Faculty Expectations Priorities and Rewards Mandated Assessment of Educational Outcomes Statement on Online and Distance Education On Conditions of Employment at Overseas Campuses Intellectual Property Copyright and Outside Funding Introduction Statement on Intellectual Property Statement on Copyright Statement on Multiple Authorship Statement on Conflicts of Interest On Preventing Conflicts of Interest in Government Sponsored Research at Universities Statement on Corporate Funding of

    Original URL path: http://www.aaup.org/redbook-contents (2016-02-13)
    Open archived version from archive

  • Tenure and Teaching-Intensive Appointments | AAUP
    The faculty are eligible to participate in university wide shared governance bodies Santa Clara University In 1989 observing the growth of contingent faculty positions in the College of Arts and Sciences concerned faculty and administrators created a one time opportunity for at least fourteen full time non tenure track faculty most engaged in teaching intensive positions to enter the tenure stream In the aftermath of this one time event some units at Santa Clara adopted a policy of forcing lecturers to reapply for their jobs at the end of one or three years sometimes against a national pool In a drawn out as yet incomplete contemporary stabilization plan 2005 10 the institution has created a new renewable lecturer rank off the tenure track forcing many faculty to accept lower salaries and reduced benefits in order to avoid continual reapplication for their positions Features of the earlier conversion included the following The affected faculty were given the choice of converting to assistant professorships on the tenure track or being promoted to a senior lecturer position off the tenure track Tenure was associated exclusively with researchintensive positions and in most cases accepting the invitation to the tenure stream meant a major change of job description While most of the affected faculty had been hired into teaching intensive positions service and especially research would henceforth play a role in their evaluations For those best suited for teaching intensive appointments the only option was a senior lectureship individuals accepting these positions believed themselves to enjoy some enhanced employment security although handbook language defined them as at will employees that is ones who could be dismissed with a year s notice Some of those who entered the tenure stream subsequently lost their tenure bids and either left the institution or became senior lecturers Most of those who were granted tenure remained at the institution including according to one source at least five full professors one vice provost one endowed chair and one Faculty Senate president all recognized scholars in their fields and leaders at the university Western Michigan University In 2002 the AAUP chapter at Western Michigan University negotiated a contract that provided tenure for faculty specialists a formerly non tenure track group that includes lecturers clinical instructors and certain academic professionals A subsequent contract added aviation specialists to the tenure stream Features of the conversion included the following The faculty specialist category was converted to the tenure line as opposed to just the individuals employed at the time of conversion Thus in contrast to the situation at Santa Clara University new appointments made after the conversion at Western Michigan are tenure line appointments Though now tenurable faculty specialists remain differentiated from traditionally ranked faculty Instead of being called assistant professors associate professors and so on they can progress through the ranks of faculty specialist I faculty specialist II and master faculty specialist Tenure reviews for faculty specialists are based on evaluation of their performance in two areas professional competence and professional service Particular emphasis is placed on competence in performing assignments specified in the letter of appointment and the letter is included in the tenure file In contrast traditionally ranked faculty are also evaluated in a third category professional recognition which includes research activities Departments may limit the participation of faculty specialists in tenure and promotion reviews of traditionally ranked faculty The contract allows faculty specialists to be laid off more easily than traditionally ranked faculty if their positions are deemed to be no longer needed The 2008 11 collective bargaining agreement is online at www wmuaaup net files 2008 11 Contract pdf Proposals Though the proposals discussed below have not been enacted they show ways that contingent faculty positions can be converted to tenure track ones University of Colorado at Boulder Members of the AAUP chapter at the University of Colorado at Boulder created a proposal to convert fulltime contingent faculty positions to the tenure track after a local reporter asked them to comment on the AAUP Contingent Faculty Index 2006 which documented the numbers of faculty serving on contingent appointments at institutions across the country The chapter has worked for several years to gather information about faculty serving on contingent appointments on campus disseminate information about instructor tenure and advance its conversion proposal As of April 2010 the university s faculty senate had passed a resolution to request that the administration initiate discussions to create a system of instructor tenure The motion passed 33 14 a similar but weaker motion had failed in 2009 Also recommended by the faculty government was a series of job security protections for faculty serving on contingent appointments and avenues to create traditional tenure lines for qualified contingent faculty Features of the instructor tenure proposal include the following Full time instructor positions would be converted to tenure track positions with no change in pay rank course load or professional expectations Instructors who have completed a probationary period not to exceed seven years would be offered permanent employment or instructor tenure after a satisfactory final review No changes would be required in the existing tenure track for research professors More information is available under the tab Instructor Tenure Project at www aaupcu org Rutgers University Members of the Rutgers University senate a body composed of administrators staff students and faculty with assistance from the AAUP affiliated faculty union submitted a two part proposal to the full senate Part one called for conversion of some non tenure track part time positions to non tenure track full time positions part two called for conversion of contingent fulltime appointments to a new teaching tenure track The university senate endorsed part one and recommended to departments that they combine part time positions into full time positions when practicable But the senate rejected part two citing among other concerns potential complications involved with hiring and promotions in a two tier tenure system the possibility that the addition of a teaching tenure track would compromise Rutgers s position as a member of the Association of American Universities and concern that new teaching tenure track lines might be siphoned from the existing pool of research teaching tenure lines Senators backing the proposal plan to introduce a revised version strengthening part one and stressing the importance of passing part two by demonstrating that it protects rather than detracts from the academic professions Features of the proposal included the following Responsibility for determining teaching tenure track faculty workloads would be assigned to the department or unit in accordance with the collective bargaining agreement The promotion and tenure process would parallel the existing research teaching tenure process but with discipline based criteria specific to the appointments Quality of teaching and dedication to undergraduate education would be recommended criteria for promotion Integration of service and scholarship of teaching into teaching tenure track faculty assignments would be encouraged Appendix B Forms of Stabilization Other Than Conversion Many institutions have adopted or faculty unions have bargained for provisions that fall well short of tenure but that offer faculty serving on contingent appointments some protection and the institution some stability Often these take the form of improved job security protections for academic freedom or provisions for inclusion of faculty serving on contingent appointments in academic citizenship and governance The practices of the institutions below used as examples are described in terms of these three areas The area of job security is further broken down into these common mechanisms layoff rights automatic reappointment rights that move faculty from semester to annual appointments and from annual to renewable multiyear appointments and mechanisms that protect either the time based the percentage of full time workload to which a contingent faculty member is entitled or seniority based preference Note that terminology and employment classifications vary from place to place here as in appendix A we have not attempted to standardize them In many cases we summarize complex provisions that may have additional or negative aspects not addressed here We therefore urge interested readers to read the complete collective bargaining contracts California State University Under the California State University System the largest not for profit system in the nation tenure line faculty and part and full time non tenure track lecturers are represented in collective bargaining by the AAUP affiliated California Faculty Association and both are in the same bargaining unit The union has won enhanced job security provisions for lecturers as described below The collective bargaining agreement between the California Faculty Association and the trustees of California State University is available at www calfac org contract html Separately Assembly Concurrent Resolution 73 passed in 2001 is a state legislative mandate to increase the ratio of tenure line to lecturer faculty in the CSU system to 3 1 It urges administrators and the union to collaborate in developing a plan to ensure that no currently employed lecturers lose their jobs because of the change and that qualified lecturers are seriously considered for tenure track positions Although ACR 73 could open a path to conversion it is an unfunded mandate The collective bargaining agreement includes provisions relating to job security in the following areas Automatic mechanisms for reemployment rights Following two consecutive semesters or three quarters in an academic year lecturers with satisfactory performance are offered one year appointments After six consecutive years of service in a same department or program on the same campus lecturers with satisfactory performance are offered renewable three year appointments Time based and seniority based rights Lecturers receive a work preference based on seniority that allows accrual up to a full time load However volunteers administrators and graduate teaching assistants receive preference of assignment over part time lecturers Layoff and recall rights For full time lecturer appointments layoff procedures must be followed when reducing lecturers hours or prematurely ending their employment Alternatives to layoff of full time lecturers must be explored Lecturers on three year appointments have recall rights for a period of up to three years Although the collective bargaining agreement does not include an article on academic freedom the statewide academic senate has adopted policies that are based on AAUP standards and apply to all faculty Although not grievable through the contractual procedure violations of academic freedom may be brought before a faculty hearing committee The collective bargaining agreement does not include provisions relating to academic citizenship and shared governance The degree of inclusion of lecturers in shared governance varies among the twenty three campuses which establish their own policies Some campus senates have dedicated lecturer seats while others allow lecturers to run for regular seats The CSU statewide academic senate has urged local campus senates to integrate lecturers into shared governance It presently has two statewide lecturer senators While the collective bargaining agreement defines all unit members as faculty some campus senate constitutions restrict the definition to tenure track faculty and full time lecturers Generally speaking lecturers cannot serve on campus and department committees unlike in the union where they are represented at all levels of governance City University of New York Under the City University of New York System tenure line faculty full time non tenure track lecturers and part time adjunct faculty are represented in collective bargaining by the American Federation of Teachersand AAUP affiliated Professional Staff Congress Faculty serving on contingent appointments have improved their job security through the collective bargaining agreement between CUNY and the Professional Staff Congress which is available at http portal cuny edu cms id cuny documents informationpage 2002 2007 P The agreement includes provisions relating to job security in the following areas Automatic mechanisms for reemployment rights After five years of continuous full time service lecturers become eligible for certificates of continuous employment which guarantee full time reappointment subject to satisfactory performance sufficiency of enrollment and the program s academic and financial stability Under the collective bargaining agreement university bylaws and other applicable rules and regulations lecturers who fill these non tenure track lines are treated no differently than faculty hired on tenure track lines Lecturers offered yearly appointments have priority for assignment over adjuncts with semester appointments for a course they are capable of teaching Adjuncts who are appointed for a seventh semester are given a yearly appointment Appointees who have commenced work prior to official board approval have the option of receiving pro rata compensation for time worked Time based and seniority based rights Part time lecturers wishing to apply for full time lecturer status must have taught for eight of the ten most recent semesters in the same or a related department with a minimum of six classroom contact hours in seven of the ten semesters When faculty service has been continuous and a break occurs in full time service by virtue of reduced schedule such less than full time service is prorated toward its equivalency in full time service and accrued toward the faculty member s base time Layoff and recall rights There is no contractual provision for compensation for cancellation of classes provided that adjuncts are informed as soon as it is known to college authorities and before classes commence Lecturers without certificates of continuous employment and adjunct faculty may be laid off or have their time base reduced if courses are assigned to tenure stream faculty or graduate students teaching in the department of their major Academic freedom is addressed in the preamble to the contract The agreement includes no explicit provisions on academic freedom for faculty members The collective bargaining agreement includes the following provisions relating to academic citizenship and shared governance The university faculty senate allows each college a seat to be shared by a lecturer delegate and a tenure line college lab technician Adjuncts do not have a separate seat Inclusion of lecturers in shared governance varies among the colleges of CUNY Generally speaking although adjuncts are invited to attend departmental meetings they may not vote New School At the New School part time faculty are represented in collective bargaining by Academics Come Together United Auto Workers Such faculty are classified as probationary from the first semester or session of teaching through the fourth as postprobationary from the fifth through the tenth and as annual or multiyear faculty thereafter The collective bargaining agreement is available at www actuaw org sitebuildercontent sitebuilderfiles New School contract pdf The collective bargaining agreement includes provisions relating to job security in the following areas Automatic mechanisms for reemployment rights Beginning with the eleventh semester or session faculty are eligible for either annual or three year appointments called multiyear to get a threeyear appointment they must successfully complete a special review Time based and seniority based rights With a few exclusions such as summer courses and private lessons course base load is set and preserved based on the highest of the last two years of the postprobationary period for annual appointments or the last three years prior to the multiyear period Both credit and noncredit courses count toward base load The agreement identifies provisions for maintaining faculty base loads by seniority senior faculty can displace less senior faculty to maintain base load Layoff and recall rights After the first two semesters or sessions of a newly developed course offering postprobationary faculty whose courses are canceled are entitled to assignment of a replacement course or a cancellation fee equaling 15 percent of the pay they would have received for the course In the same circumstances annual faculty receive 30 percent of the pay and length of service credit for the semester or session and multiyear faculty receive 50 percent of the pay If a program is discontinued annual faculty receive a fee of 50 percent of salary from the prior year and recall rights for two years Multiyear faculty receive 75 percent of salary from the last year of the previous multiyear appointment and recall rights for two years or at the faculty member s discretion a onetime terminable appointment as an annual faculty member The agreement includes the following provisions relating to academic freedom University policies on academic freedom shall be in effect for all faculty full and part time Although the agreement includes no specific grievance provision for infringement of academic freedom it does refer individuals whose acts abridge that freedom to the appropriate academic division for disciplinary review The agreement includes the following provisions relating to citizenship and shared governance Each academic division is entitled to two representatives to the faculty senate An additional eleven members are allocated based on the numbers of full time equivalent faculty in each division Parttime faculty may run for and be elected to these positions Governance opportunities for part time faculty vary by department ranging from inclusion through elected positions to no inclusion at all Oakland University At Oakland University all full time faculty and parttime faculty who teach sixteen or more credits a year are represented in collective bargaining by an AAUP chapter The unit includes the following categories of faculty listed in descending order of job security fulltime tenure track faculty full time special instructors and part time special lecturers The full time special instructors receive the same benefits as tenure track faculty including sabbatical eligibility The contract is available online at www oaklandaaup org 2006 09 Contract pdf The agreement includes provisions relating to job security in the following areas Automatic mechanisms for reemployment rights Special instructors are first employed for a period of three years and may be reappointed twice for twoyear periods before undergoing an up or out review that results in either appointment with job security or termination For the first four years of employment special lecturers work on one year contracts after that they have two year renewable contracts Time based and seniority based rights Once special instructors are granted job security laying them off becomes more difficult Special instructors with job security may apply to be promoted to the rank of associate professor with tenure Special lecturers earn more as their seniority grows They are eligible to buy into medical and vision plans and the portion of premiums paid by the university grows

    Original URL path: http://www.aaup.org/AAUP/comm/rep/teachertenure.htm (2016-02-13)
    Open archived version from archive

  • About the Journal | AAUP
    on its relation to shared governance tenure and collective bargaining The journal published by the organization most responsible for defining academic freedom appears annually in an online only format Faculty Editors 2015 Jennifer H Ruth Portland State University 2014 15 Volume 6 Michael Bérubé Pennsylvania State University 2013 14 Volumes 4 5 Ashley Dawson the Graduate Center City University of New York 2010 13 Volumes 1 3 Cary Nelson University of Illinois at Urbana Champaign Staff Gwendolyn Bradley Managing Editor Kelly Hand Assistant Editor Contact us at jaf aaup org Editorial Board Cary Nelson University of Illinois Founding Editor Aaron Barlow New York City College of Technology of the City University of New York Ernst Benjamin Past AAUP General Secretary Larry Gerber Auburn University Mary Gray American University Anita Levy AAUP Associate Secretary Debra Nails Michigan State University Robert Post Yale University Adolph Reed University of Pennsylvania Ellen Schrecker Yeshiva University Gregory Scholtz AAUP Associate Secretary Cat Warren North Carolina State University Journal of Academic Freedom Editorial Policy Submission of an essay including by invitation does not guarantee its acceptance the Journal of Academic Freedom is under no requirement to accept any submission Submissions should not include defamatory statements or raise other significant legal concerns Promotion or criticism of candidates running for office within the AAUP or in local state or national elections is not allowed in the journal neither is misrepresentation of AAUP policy The Journal of Academic Freedom discourages the following Submissions primarily devoted to specific ongoing disputes involving individuals and their colleges or universities except in cases of national significance In such cases submissions should focus on the wider implications and lessons Submissions that are primarily focused on another national higher education group or union Submissions primarily devoted to specific ongoing disputes involving individuals and AAUP entities

    Original URL path: http://www.aaup.org/reports-publications/journal-academic-freedom/about-journal (2016-02-13)
    Open archived version from archive

  • Volume 1 | AAUP
    Economic Status Report Compensation Survey Bulletin of the AAUP The Redbook Journal of Academic Freedom About Contact Call for Papers Volume 1 2010 Author Bios Editor s Introduction Volume 2 2011 Volume 3 2012 Volume 4 2013 Volume 5 2014 Volume 6 2015 AAUP Bookstore Volume 1 Faculty Editor Cary Nelson University of Illinois at Urbana Champaign Managing Editor Gwendolyn Bradley Table of Contents Editor s Introduction By Cary Nelson Essays All essays are in pdf format Professionalization as the Basis for Academic Freedom and Faculty Governance By Larry G Gerber The AAUP Academic Freedom and the Cold War By Phillip Deery The Eroding Foundations of Academic Freedom and Professional Integrity Implications of the Diminishing Proportion of Tenured Faculty for Organizational Effectiveness in Higher Education By Ernst Benjamin Ward Churchill at the Dalton Trumbo Fountain Academic Freedom in the Aftermath of 9 11 Corrected essay posted February 22 2010 By Ellen Schrecker The Last Indian Standing Shared Governance in the Shadow of History By Cary Nelson The Demise of Shared Governance at Rensselaer Polytechnic Institute By Nancy D Campbell and Jane F Koretz Paranoia and Professionalization The Importance of Graduate Student Academic Freedom By Dan Colson Toward an Autonomous Antioch College The Story of the Nonstop Liberal Arts Institute By Jean Gregorek Hidden and Not So Hidden New Threats to Faculty Governance By Jan H Blits Academic Freedom and the Digital Revolution By Ashley Dawson Conference Proceedings Rethinking Academic Traditions for Twenty First Century Faculty By Judith M Gappa and Ann E Austin Institutionalized Attacks on Academic Freedom The Impact of Mandates by State Departments of Education and National Accreditation Agencies on Academic Freedom By John M Elmore The Corporatization of American Higher Education Merit Pay Trumps Academic Freedom By Robert P Engvall I Have No Idea What You Do

    Original URL path: http://www.aaup.org/reports-publications/journal-academic-freedom/volume-1 (2016-02-13)
    Open archived version from archive



  •