COLLEGES, UNIVERSITIES ARE INCREASINGLY USING NON-TENURE-TRACK FACULTY, NATIONWIDE STUDY SHOWS Jay L. Chronister and Roger G. Baldwin, education professors at the University of Virginia and the College of William and Mary respectively, have found that the use of non-tenure track (NTT) faculty is a significant and growing element in higher education. Chronister and Baldwin, who will present preliminary findings at the National Education Association Higher Education Conference March 8 in San Diego, are conducting national research to determine institutional and individual issues associated with the use on NTT faculty. After analyzing data from a U.S. Department of Education's 1993 national study of postsecondary faculty, the early responses to their own survey of approximately 150 colleges and universities, and personnel policies affecting NTT faculty, they have found: ¥ Nearly 80 percent of American higher education institutions employ faculty on temporary, non-tenure-tack contracts. ¥ Approximately 26 percent of full-time faculty work in non-tenure track positions, with nearly 16 percent of those at tenure-granting institutions. ¥ The most commonly represented discipline areas among NTT faculty were the health sciences (28 percent), natural sciences (15.7 percent) and humanities (12.5 percent). ¥ The fewest NTT faculty are in agriculture/home economics (1.5 percent) and engineering (2.4 percent). ¥ Just over 90 percent of NTT faculty teach academic credit courses, primarily at the undergraduate level. Study Reveals Characteristics of NTT Faculty The majority of the 110,227 full-time faculty employed in non-tenure-track positions in the fall of 1992 were male (54.3 percent). However, women were more heavily represented among full-time NTT faculty (45.7 percent) than among the full-time faculty in general (33 percent). The data also showed that: ¥ Just over 50 percent were 30-44 years old. ¥ More than one quarter were 45-54 years old, and less than 15 percent were age 55 or above. ¥ More than 80 percent of the NTT faculty were white. ¥ The two largest minority groups were Asians (7.6 percent) and African-Americans (6.7 percent). ¥ Minority faculty were slightly more represented among full-time NTT faculty (17.2 percent) than among full-time faculty in general (14 percent). ¥ Thirty percent had earned a doctorate. Of that number, 64 percent were male and 36 percent female. ¥ About 43 percent had a master's degree as the highest degree earned; about 16 percent had a first professional degree. ¥ Most are ranked as instructors (28 percent) or assistant professors (25.4 percent). 10 percent were lecturers. Just under 15 percent were associate or full professors. NTT Faculty Like Work, But Worry About Security "In view of the financial circumstances that higher education institutions found themselves in during the early 1990s, we were surprised to find from the national data that most non-tenure track faculty are generally satisfied with their salaries," said Chronister, a professor in U.Va.'s Curry School of Education. Over 52 percent indicated they were somewhat or very satisfied with their salaries. Chronister and Baldwin examined the satisfaction of NTT faculty from two perspectives: factors related to job satisfaction and factors related to overall career satisfaction. Reflecting job satisfaction, the data showed: ¥ The majority (64.7 percent) were somewhat or very satisfied with their authority to decide course content and teaching methods. ¥ Most (54 percent) were satisfied with their authority to decide what courses to teach, and most expressed satisfaction with the amount of time available to work with students. "The non-tenure-track faculty indicated much greater dissatisfaction with their long-term career prospects than with their jobs or salaries," said Baldwin, a professor in William and Mary's School of Education. About 53 percent were dissatisfied with opportunities for professional advancement. Fewer than one third (31.7 percent) were eligible for paid sabbatical leaves, and just over 15 percent could obtain funds supporting retraining in higher-demand fields. Although institutional support for professional development varied widely, many NTT faculty received: ¥ Funding for tuition remission (55.8 percent). ¥ Professional travel (71.8 percent). ¥ Training to improve teaching or research skills (50.2 percent) . ¥ Reimbursement of professional associations' fees (46.1 percent). Women, Minorities May Face Limited Advancement NTT faculty appear to have fewer professional development opportunities to enrich teaching and research than their tenure-track colleagues. Because NTT faculty are usually in the early stages or lower ranks of academic careers, the lack of professional development has the potential to erode their future, the researchers believe. "Limited professional development opportunities would appear to place women and minorities at a distinct disadvantage," said Baldwin. Restricted support for professional growth has serious implications for higher education, the researchers believe. "Under-represented groups may be denied full access to successful academic careers without adequate opportunities for professional development," said Chronister. Slightly more than 53 percent of NTT faculty in 1992-93 indicated that within the next three years, it was somewhat or very likely that they would leave their current positions for a full-time job at a different post-secondary institution or a position outside their field. "Being off the tenure track clearly raises concerns about their future career course," Chronister said. The high number of NTT faculty who indicated in the national survey that they may soon leave positions could lead to the permanent loss of talented individuals in higher education, the researchers note. Chronister and Baldwin, who received funding from the National Education Association to analyze the nationwide data, have received grants from TIAA-CREF and the Andrew W. Mellon Foundation to continue their investigation through institutional surveys, policy analysis and campus interviews with faculty and administrators. Individuals, Institutions Find NTT Slots Attractive "The perception is that non-tenure-track positions are viewed negatively, but we've found that many individuals find the positions appealing. Many don't want the stress or grind of a tenure track position," said Baldwin. The researchers have identified numerous institutions that have exemplary programs in the hiring and professional support of NTT faculty. "Our goal is to provide a body of knowledge that will enlighten the discussion of this change in faculty-staffing patterns," Baldwin said. Chronister and Baldwin have an overriding conviction from their years of study: The use of NTT faculty is not a short-term aberration in higher education. "The use of non-tenure-track faculty appears to represent a fundamental restructuring of the professorial career," Chronister said. For more information after the educators return from San Diego on March 10, contact Jay Chronister at (804) 924-0733, office; (804) 589-3685, home; or via jlc@virginia.edu. Contact Roger Baldwin at (757) 221-2322 or via rgbald@facstaff.wm.edu. ### March 7, 1997