Drexel's Adjunct Faculty Initiative
Please note that as of 2/1/16, the Office of Faculty Development & Equity has transitioned to the Office of Faculty Affairs.
Adjunct Salary Equity (12/7/15)
We are pleased to announce the first phase of our Faculty Salary Equity Plan, which begins with addressing salary issues for our adjunct faculty members. Beginning in January 2016, adjunct faculty who teach a complete course as the sole or supervising instructor will receive a minimum of $1,000 per course credit. This increase, which affects our adjunct faculty members at the lowest end of the pay scale, reflects a serious commitment from the Office of the Provost and the Office of Finance to identify permanent resources to help compensate our adjuncts equitably and in line with market rates.
We recognize that increasing the salaries of adjunct faculty members at the lowest end of the pay scale causes salary compression among many of our adjunct faculty members who make more than $1,000 per unit. Please know that this increase is part of a phased plan to ensure that all faculty, including adjunct faculty, teaching faculty, and tenure track/tenured faculty, are paid equitably and in accordance with market rates. We will continue to make progress in this regard, but feel compelled to begin by addressing our most acute need first.
Comments or questions about this process can be directed to Janet Fleetwood, Office of Faculty Development & Equity, at email@example.com.
Executive Vice President and Provost
Executive Vice President, Treasurer and COO
Health Care Benefits for Adjunct Faculty Members (6/18/15)
Many faculty members, both full and part-time, have raised questions about how the new Affordable Care Act affects health care coverage for our adjunct faculty members. Effective January 1, 2015, all Drexel non benefit-eligible employees, including adjunct faculty members, who worked an average of at least 30 hours per week over the previous 12 month period, are offered health benefits in accordance with the Affordable Care Act (ACA).
We recognize that classroom hours alone do not adequately account for the time and energy that goes into teaching a course. Consistent with ACA guidance, Drexel calculates adjunct teaching hours by multiplying each credit hour by a "reasonable" factor to account for preparation time, office hours, grading, etc. For a standard lecture course, the ACA provided an example of a factor that would be considered reasonable of 2.25, which is what Drexel - and most colleges and universities across the country - has chosen for calculating hours worked. However, the factor varies depending on the type of course being taught (e.g. lab, lecture, full instruction). Each school's academic administrators have a chart defining how to perform these calculations. For example, a three-credit lecture course would count for 6.75 work hours per week.
At Drexel, each adjunct faculty member's total workload is calculated by looking back over the previous 12 months and determining what would constitute 9 months of the equivalent of 30 hours per week of work. While the ACA mandates medical coverage only, Drexel goes beyond the minimum and offers all ACA-eligible adjunct faculty dental, vision and prescription drug coverage as well. ACA-eligible adjunct faculty members are offered the same four medical plan options as full-time faculty and professional staff, at the part-time benefit-eligible rates. Coverage is offered for 12 months, provided the adjunct faculty member continues to be employed at Drexel.
Through May 1, 2015 a total of 81 Drexel faculty and professional staff have been offered coverage under the ACA, 54 of whom are adjunct faculty members. Only about 20% of the 54 adjuncts who are eligible have actually opted to receive Drexel health benefits. This isn't surprising given that many of our adjuncts are professionals in fields outside higher education and have full-time jobs elsewhere.
If you have specific questions about the Affordable Care Act or benefits eligibility, please contact Chris Brutsche, Director, Drexel Benefits, at firstname.lastname@example.org.
In addition, Drexel continues to explore other ways to improve the working conditions of our adjunct faculty members through the university Adjunct Initiative and welcomes your suggestions at www.drexel.edu/fde.
Update on Drexel's Adjunct Faculty Initiative (10/14/14)
Dear Member of the Drexel Faculty,
I would like to take this opportunity to welcome new and returning faculty as we begin the new academic year. I am writing to update you on an important initiative that directly affects all faculty members, but is especially applicable to those faculty members who hold adjunct appointments.
Since 2009, the Adjunct Faculty Initiative has continuously examined the needs and interests of our adjunct and part-time faculty members. Through actively engaging faculty with adjunct appointments and responding to their feedback, this initiative has led to an expansion of available resources as well as adaptation of key institutional policies to foster career development among adjunct faculty members. This reflects the important role of our adjunct and part-time faculty members in the education of Drexel students.
In 2013-14, a multi-disciplinary Adjunct Faculty Committee was established, chaired by the Provost, and with representation from full-time and adjunct faculty, the Faculty Senate, Human Resources, and members of Drexel’s administration. Through analysis of peer institutions and from the data we gleaned from Drexel’s 2014 Faculty Satisfaction Survey – which many of you completed – we have identified key action items. This letter summarizes those items below, and the efforts to provide substantive improvement both now and in the future.
Improve Two-Way Communication
The 2014 Drexel Faculty Satisfaction Survey indicated a strong and widespread desire to improve two-way communication. In light of this, a new section of the Faculty Development & Equity (FDE) website has been dedicated to topics of interest to faculty members who hold adjunct appointments and the Adjunct Faculty Resource Guide, published by the FDE, has been updated and revised. A concerted effort is being made to include new content of interest to adjunct faculty and highlighting their achievements in the Provost’s quarterly newsletter. In addition, particular attention has been focused on ensuring that communications to all faculty members, be it via email, the web, or in other forums, include adjunct faculty members in both consideration and delivery.
Two-way communication also necessitates having channels accessible and available to faculty. Feedback will continue to be sought from all faculty members through regular faculty satisfaction surveys and we hope that many faculty members will participate. All faculty members are also encouraged to share their thoughts and suggestions via the Office of Faculty Development & Equity at email@example.com or by visiting the office on the University City campus located in 234 Randell Hall.
Foster Shared Governance
The Drexel Faculty Senate voted unanimously last spring to give voice to adjuncts beginning in the fall of 2014-2015. Including adjunct faculty members in university governance reflects a cultural change, one supported enthusiastically by both President Fry and myself. In addition, the Director of the FDE and I will meet quarterly with the four adjunct faculty representatives on the Faculty Senate.
Support Professional Development
The Office of Faculty Development & Equity will pilot an Adjunct Faculty Professional Development Award program. This competitive award will fund a maximum of six faculty members who have adjunct appointments, at a maximum of $1,000 each, to attend professional conferences. Priority will be given to those applicants who are presenting professional work or otherwise participating in the conference. More information on this program can be found on the FDE website.
Adjunct faculty members have also indicated an interest in developing their teaching skills. To this end, the Drexel Center for Academic Excellence (DCAE) is increasing outreach efforts to include adjunct faculty members in all relevant events.
In addition, Drexel has recently secured online subscriptions for all of its faculty members to The Teaching Professor, an online newsletter published 10 times per year which provides ideas and insights to educators, and to Academic Leader, which fosters leadership development skills. Watch your email for the links to these important publications.
Technology also offers tremendous developmental opportunities in regards to teaching and learning, and all faculty members have access to numerous technology resources from the Office of Information Resources and Technology (IRT), such as training and workshops, classroom and online teaching technology, and downloadable software. Finally, access to the Drexel Libraries includes free online, off-campus access to journals and publications for all faculty members, including those with adjunct appointments, during the terms in which they teach.
Review Grievance Procedures
During a review of Drexel’s faculty grievance procedures we noted that adjunct faculty members have access to the same mediation and grievance procedures as full-time faculty members. For more information, please refer to the policy found on the Office of the Provost website.
Improve Contractual Issues
The faculty hiring and appointment process was reviewed with Human Resources and the colleges to ensure consistency for all faculty members – including those with adjunct appointments. We recognize that there are special complexities for our adjunct faculty who may teach in terms that are not consecutive and we will try to address those issues. Beginning in the 2015-2016 academic year, all adjunct faculty members will receive written information about title, salary, period of appointment, course(s) assigned, approximate number of students, duties, etc. To the greatest extent possible, adjunct faculty members will be appointed or reappointed at least 30 days before the start of classes and adjunct faculty members who will be rehired in the fall should be notified in the preceding spring term.
Provide Performance Evaluations
Qualitative feedback about teaching is very important to our adjunct faculty members. A performance evaluation system is being planned to evaluate adjunct faculty members when they teach their first course and periodically thereafter. The specifics of this performance evaluation system will be consistent with the performance evaluations for all Drexel faculty members, with adjustments for typical adjunct workloads and expectations. It will be based on national best practices, adapted by the Adjunct Faculty Committee, reviewed by the Senate Committee on Faculty Affairs, and revised by the Deans and the Department Heads. The goal is to provide both summative and formative feedback to enable both developing and strong teachers to improve.
Foster Salary Equity & Opportunities for Promotion
A salary benchmarking study is underway to ensure that Drexel is compensating our adjunct faculty members fairly. We anticipate having results in the spring term. Adjunct faculty can also receive recognition for their productivity and commitment to Drexel by applying for promotion in academic rank from adjunct instructor, to adjunct assistant professor, to adjunct associate professor, and to adjunct professor. We will work closely with the Senate Committee on Faculty Affairs to begin revising the policy governing adjunct promotions in the 2014-2015 academic year to make the process and criteria for advancement more streamlined and more transparent.
Explore Health Benefit Options
While our faculty survey showed that many adjunct faculty members do not need health care coverage from Drexel as they have coverage from their own full-time employment elsewhere or through coverage obtained by a partner or spouse, some adjunct faculty members would be interested in participating in a Drexel health care plan. To explore this possibility, an experienced consultant is working with Human Resources on the feasibility of providing access to health benefits for long-term adjunct faculty members beyond what will be mandated by the Affordable Care Act for faculty who teach full-time. The goal is to ensure that faculty members with adjunct appointments who have a substantial workload and whose long-term and primary commitment is to Drexel are offered access to a high-quality and affordable plan. We are exploring the possibilities and will have additional information in the spring term.
Review Voluntary Benefits
Voluntary employee-funded benefits are available to adjunct faculty in the same manner that they are made available to all other full-time and part-time Drexel employees, including free admission to the Academy of Natural Sciences, discounted membership for Drexel employees to the Recreation Center, and access to flexible spending accounts and other self-funded benefits. In addition to the voluntary benefits enumerated on the Human Resources website, adjunct faculty members may also take advantage of many vendors offering Drexel employee discounts.
Provide Access to Meeting and Work Space
Space for faculty members to work and to meet with students outside regularly scheduled class time is a key issue for faculty as well as the students. While the limits of our urban campus restrict the space available, we have identified campus spaces for faculty members to meet one-on-one with students, in small groups, or for larger review sessions. A good way to find space quickly is through the Adjunct Resource section of the Faculty Development & Equity website.
Commit to Continuous Improvement
We look forward to making steady improvements for all our faculty members, but especially for those who hold adjunct faculty appointments. To discuss the Adjunct Initiative in more detail, please contact Janet Fleetwood, Ph.D., Vice Provost, in the Office of Faculty Development & Equity.
James D. Herbert, Ph.D.
Interim Provost &
Interim Senior Vice President for Academic Affairs
Professor of Psychology