This semester CCFT undertook an extensive survey of Cabrillo’s adjunct faculty. The high response rate of 37% to our 2013 survey (much higher than rates achieved in previous surveys) suggests our adjuncts want their voices heard. 145 out of 387 adjuncts responded to this survey, and they provide invaluable information ranging from basic demographic and worker profile information to adjuncts’ experiences with ancillary activities and academic freedom.

It appears that teaching at Cabrillo is a primary career track for many adjuncts. 58% of respondents have worked at Cabrillo for a decade or more. A large minority of our adjuncts report working at other institutions, and many engage in a diverse range of work in their fields. But 48% report working solely at Cabrillo, and 51% said Cabrillo is their primary source of income. We knew that adjuncts had borne the brunt of budget cuts, but this survey provided specifics: 41% of respondents report experiencing unit cuts in the last few years, and 42% said they usually receive fewer units than they would like to teach. Health insurance emerged as a serious issue for many of our adjuncts. A full 28% report either having no health insurance or paying for it out-of pocket. One adjunct reported paying 25% of his income for family health insurance. Only 10% of respondents receive health benefits from Cabrillo.

Cabrillo adjuncts engage in many hours of unpaid professional work beyond classroom teaching. 79% of respondents report engaging in ancillary activities and 69% said this work was unpaid. A majority feels this work is expected of them (only 19% said they “never” felt it was expected). There is considerable interest in ancillary professional work among our adjuncts; 34% of respondents expressed interest if the work was paid, and 22% expressed interest if they were invited. Only 21% said they had no interest in ancillary professional activities.

Yet while a majority of respondents feel included in the professional life of their departments, a notable 17% report feeling excluded. 30% said they have no say in departmental decisions and only 36% reported voting in the last election for their program chairs. Clearly, better efforts to include adjuncts in the work of departments and divisions are indicated.

 

 

by Sadie Reynolds

Adjunct Committee Chair

 

 

Read the full Adjunct Survey Report.

 

 

 

The opening quote represents the range of experiences and viewpoints shared by part-timers in the comments sections of this survey. On one hand a love for teaching and a deep commitment to students emerge starkly from adjuncts’ comments. On the other hand, while a few participants feel they are treated relatively well here, many talked about the drawbacks of being part-time. These include a lack of job security and benefits, low pay, and less than full inclusion and respect at the college.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

With the burdensome workloads our full-time faculty carry, it would makes sense to develop mechanisms to tap into the considerable resources and energy of our many part-timers interested in college governance and committee work.

The open-ended data we gathered in this survey is compelling. Please read the full report to peruse these comments—as well as the quantitative findings—in full. The opening quote represents the range of experiences and viewpoints shared by part-timers in the comments sections of this survey. On one hand a love for teaching and a deep commitment to students emerge starkly from adjuncts’ comments. On the other hand, while a few participants feel they are treated relatively well here, many talked about the drawbacks of being part-time. These include a lack of job security and benefits, low pay, and less than full inclusion and respect at the college.

It bears noting that contingent labor in higher education is one of the most important issues facing the sector. A whopping two-thirds of instructors at all levels of post-secondary education in the US are part-time, temporary workers. Reflecting the findings of this survey, they are usually paid far less than full-time educators, rarely enjoy job security or health benefits, and are typically not fully included in college governance nor provided ample opportunities for professional development. We have created a two-tier workforce in which a majority are subjected to inferior working conditions and a kind of professional second-class citizenship. For those of us with an interest in workers’ rights, this should raise concern. Of great concern also are the implications for students. The quality of education is deeply compromised and students are short-changed when a majority of their instructors experience unequal treatment and a lack of security and well-being at work. To quote excerpts from the comment that opens this piece, our students “are bright stars we can send on into the universe….[they] deserve to have their college to be 100% there for them.” To learn more about this important issue or get involved, visit the California Part-Time Faculty Association (CPFA), New Faculty Majority, the Adjunct Project, and the Coalition of Contingent Academic Labor.