THE AMERICAN ASSOCIATION

OF UNIVERSITY PROFESSORS

invites you

to become a member

of the nation’s

largest association

of college and

university teachers What

The AAUP has 77,000 members at more HOW large than 2.200 institutions: local chapters at 1.365 colleges and universities; and 45 is the Association? conferences. uniting chapter organiza- tions on a statewide basis.

What By working to have its policies on academic freedom and tenure observed by the nation's colleges and universities. does the And, to a remarkably high degree, these institutions adhere to these policies. HO if \/ AAUP guard When an infringement does occur. the academic freedom and tenure? AAUP's staff goes into action. At the national headquarters in Washington and the regional offices in San Francisco and New York City over 1,000 complaints are tackled yearly, with a high degree of success.

Those problems which cannot be resolved through normal AAUP procedures, and which raise serious issues relating to the principles of academic freedom and tenure, are examined by special inves- tigating committees appointed by the AAUP's General Secretary. The commit- is meant by tees' reports. normally published in the AAUP censure? AAUP Bulletin. may lead to action by the AAUP's Annual Meeting to censure the administrations involved. and thus draw nationwide attention to violations of academic freedom and tenure. Through- out this entire process, the AAUP continues to work with the institution to help resolve its problems.

The AAUP has been the acknowledged leader in securing a strong voice for faculty members in the government of the nation's colleges and universites. The AAUP's guidelines for faculty senates Wh has the and for the role of faculty financial a AAUP done planning have transformed governing procedures at many institutions. The to increase the role of the Association's 1966 Statement on the in university Government of Colleges and Universities. faculty the theory and provisions of which government? characterize government in a large number of institutions. sets forth a well- developed structure of ”shared authority" on campus. Since 1958 a committee of the AAUP has continuously studied faculty salaries does the and benefits at colleges and universities. This annual analysis—the only one to AAUP work identify salaries and benefits by institu- tion—is one of the most important single for improved faculty forces for improving faculty compensa- Compensation? tion. This past year more than 1.500 institutions participated in the study. which is published each summer in the AAUP Bulletin.

The AAUP works closely with faculty. administrators, and trustees of two-year Wh is the colleges to insure that sound academic procedures are observed in these institu- at AAUP doing tions. The Association's Special Project for community colleges and for Developing Institutions has provided advice and assistance to developing developing institutions? institutions. many of them predominantly black, which face increasingly difficult problems during this period.

Through its national and local Commit- tee W's. the Association has sought such objectives as equality of opportunity has the and equal compensation. Through its statement on Faculty Appointment and AAUP sought Family Relationship. it has taken the lead to improve the status of in opposing anti-nepotism regulations. The AAUP statement on Leaves of women faculty? Absence for Child-bearing. Child-rearing, and Family Emergencies is a significant call for greater flexibility in institutional leave policies. AAUP chapters are free to seek recognition as faculty agents when they conclude that collective bargaining offers the best means for achieving the Association's objectives in academic freedom and tenure, faculty participation Where 2355;“ in university government, and shared stand on collective authority in the allocation of resources. bargaining? As of spring 1974, twenty-seven AAUP chapters have been selected to represent their faculties. The institutions include public and private universities, two-year and four-year colleges. church-related institutions. and institutions serving predominantly black student populations.

Yes. Graduate students and teaching assistants as well as those who have been in graduate school within the past five years and do not qualify for active membership are eligible to join at a graduate special membership rate of $5.00 per year. with application and direct payment students and guaranteeing immediate membership. teaching assistants join continuing through the following calendar yeah the AAUP? An ever increasing portion of the AAUP's work is focusing on the special problems of younger members of the profession. Graduate students who Join now will have an important Influence on the development of Association policies.

Dues are based on the member's annual salary. The normal rates are: $12.00 (under $8.000): 318.00 ($8.000-89,999): ‘/‘ }h t are the $24.00 [810,000-311,999]; $30.00 (12.000- a. current S14,999]: $36.00 ($15,000 and above); $5.00 (graduate student membership). rates for membership? A special offer is currently available to new members, whereby persons joining in the fall will become members imme~ diately with dues credited to the ensuing calendar year. Membership in the AAUP is open to part-time and full-time teachers, research scholars. professional librarians, coun- is eligible selors with faculty status. and graduate for active students at accredited colleges and universities (or in institutions that are membership in the AAUP? candidates for accreditation). Member- ship is also open to professional appoint- ees included in a collective representa- tion unit with the faculty. Members join on a calendar year basis.

The Association sponsors conferences. and provides advice and assistance to individuals and groups, on a broad variety of matters concerning higher education. The Association also publishes impor- tant policy statements and reports other which have been generally accepted as the standards of the academic profession. What do Members are eligible to enroll in the members receive? Association's new group life insurance AAUP program, underwritten by the Prudential Insurance Company of America, and in the Association's group flight programs. Every AAUP member receives sub- scriptions to the AAUP Bulletin. widely regarded as one of the nation's outstand- ing publications in the field of higher education, and to Academe. the Asso- ciation's newsletter.

THE AMERICAN ASSOCIATION OF UNIVERSITY PROFESSORS National Offlce Since 1915. One Dupont CIrcle—Suite 500 the voice of the profession Washington. 0.0. 20036 no time in the history of American higher education has there been a greater need of a strong voice for the profession. At no time has there been a greater need to support The American Association of University Professors. x¢:...... c-9mau-.-..g::=.u..vt;,. . .. i v» ....1..»..-.. »e. . ,. u- -.» A..-.« -- ‘7

NATIONAL OFFICERS GENERAL SECRETARY GENERAL COUNSEL William W. Van Alstyne (Law), Alice S. Rossi (Sociology), Joseph Duffey (Urban Studies), J. A. C. Hetherington (Law), Duke University University of Massachusetts Washington Office University of Virginia President Second Vice-President Winton U. Solberg (History). Richard P. Adams (English), University of Illinois, Urbana Tulane University First Vice-President Secretary-Treasurer

The American Association of Univgsity—Profe—ssors— 73'7“” ”“5“ °’ "W “3°"?V?” ”'37; Kan—M“ _ _ _ _ _ [3 $12.00 (below $8.000) C] $30.00 (312.000314999)dugag‘E-“Tm” National Office: One Dupont Circle. Sunte 500, Washington, DC. 20036 D $18.00 (33.000.39.999) [3 $35.00 (315000 and above) Application for Membership DI amActiveapplyingMembershipfor a $24.00 (310,000-311,999) Cl 3 5.00 (Graduate Student Membership] E] Graduate Student Membership For AAUP USE This is a Please include payment with application. and make check payable to D New Application the AAUP. AAUP dues and contributions are tax deductible. C] Application for Reinstatement C] My check for S__.—[payable to AAUP) is enclosed. Name Last First Middle Signature. Institution Institutional Address City State I suggest you invite the following person to join the AAUP: Preferred Mailing Address Street and Number. or Department and Institution Name ‘ 91 1 7' CW 3 " '9 Address For AAUP Use Academic Field City State Tip C R O y ‘ Academic Rank J l I Please do not use this form for renewal of current membership On the basis of my academic year salary. my annual dues are (check one) The American Association 0! University Professors C] $12.00 (below $8,000) [I $30.00 ($12,000-$14,999) National Office: One Dupont Circle, Washington, DC. 20036 C] $18.00 ($8.000-$9.999) D $36.00 ($15,000 and above) C] $24.00 ($10.000-$11.999) C] $5.00 (Graduate Student Membership) Application ier Membership I am applying for Please include payment with application, E] Active Membership and make check payable to The American Association of University Professors FOR AAUP USE El Graduate Student Membership FOR ACTIVE MEMBERSHIP OR REINSTATEMENT: E] Reinstatement Academic Rank __L__L_ FOR DUES INFORMATION. SEE BELOW Data at Appointment Name Last First Middle Hours Per Week of Teaching Research Does the total of teaching and research equal Institution Department at least half the normal work load in your department? Mailing Address: FOR GRADUATE STUDENT MEMBERSHIP: Street and Number. or Institution Please indicate graduate degrees already awarded and any expected: Institution Degree Date City State ZiECode F0" “UP ”55 Academic Field 0 R O Y (Membership dues in the AAUP are normally tax deductible for members of the protession) Signature MEMBERSHIP INFORMATION ELIGIBILITY: To be eligible for Active membership, an individual must have faculty status in an accredited educational institution (or in an institution that is a candidate for accreditation) provided the individual’s appointment is for at least one year and his work consists of at least half-time teaching and research. Counselors with faculty status are also eligible even if they do not teach. Professional academic librarians are eligible if they hold at least a half-time appointment. Graduate Student membership is open to present and recent graduate students and teaching assistants who are not eligible for Active membership. Dues are $5.00 per year. JOINT MEMBERSHIP: A husband and wife who are both Active members may request a joint membership, whereupon they will receive only one issue of the Bulletin and the dues of one will be reduced by $6.00. For a husband and wife who are both Graduate Student members, the dues of one will be reduced by $2.00. MEMBERSHIP YEAR: All members join on a calendar year basis. NEW MEMBERSHIP DUES PRORATED AS FOLLOWS: January 1 through May 31, full dues September 1 through December 31, full dues applied June 1 through August 31, 1/; dues to the following calendar year. REINSTATEMENT: A former member who wishes to reinstate his membership should submit this form with the reinstatement block checked. Dues for reinstatement are prorated as follows: . January 1 through March 31, full dues September 1 through December 31, full dues applied April 1 through June 30, 5% dues to the following calendar year. July 1 through August 31, 1/2 dues v, . . . . (:87E7/A;22ar

M E M O R A N D U M

March 17, 1975

Dear Colleague:

A few weeks ago we mentioned some achievements of the AAUP and also outlined its goals. We invited you to take an active part in our efforts to secure these goals. If you have joined the AAUP in the meantime, great! If not, you may be interested in some of the Association's current activities as abstracted from recent issues of the AAUP's Academe:

- President Dismissed at University of Texas at Austin. This action was contrary to AAUP guidelines on Faculty Participation in the Selection and retention of Administrators.

- AAUP wins collective bargaining elections at the University of Cincinnati and the University of Hawaii.

- As a result of litigation supported by AAUP, the U.S. Court of Appeals for the Tenth Circuit held that the constitutional rights of eleven faculty and three administrators had been violated when the administration of the Oklahoma College of Liberal Arts refused to renew their appointment because they were alleged to be ”devisive". The decision has been appealed to the U.S. Supreme Court. AAUP has authorized financing to see the case through to its conclusion.

Meanwhile in Raleigh, there are needs to be met:

— We need an organization to represent faculty interests and assert itself.

- We need formal cooperative leadership between faculty and admini- stration.

- We need mechanisms to assure that provisions of the code and administrative recommendations are implemented without continual recourse to Mediation Panels (whose recommendations are sometimes rejected or ignored where favorable to the faculty).

We cannot achieve these goals readily with only 10% of the faculty holding AAUP membership. Support AAUP in a meaningful way so that NCSU will continue to grow in size and stature.

Please complete the enclosed membership application and send it to the American Association of University Professors, One Dupont Circle, Suite 500, Washington, D.C., 20036. Please add $2.00 extra for our local NCSU Chapter dues. If there are any questions, do not hesitate to call me at Extension 2387.

William J. Vander Wall Chairman, Membership Committee NCSU Chapter, AAUP O I udge Rules 1n Favor of Faculty

enure Rights in B1 f' ld

ollege Case AAUP NEGO‘ HA” I ‘ES

: F WEST decision sought by the AAUP E E «sat A legal ‘ :ASES 6‘ hich is destined to have far-reaching CHES I ER _ mplications for the rights of faculty 6 embers across the country was is. The AAUP staff after two months QQ ued by a justice or the Sllperior Court of complex negotiations, obtained suc- .f New Jersey on June 26. cessful resolutions in the cases of five E On that date, Judge Melvin P. Antell faculty members Who suffered injury oncluded that individuals terminated in 1970 at W65! Chester 5‘3“: C0"¢8¢ $© Pennsylvania. . Q6 rom their positions as faculty members in AFT O -f Bloomfield College, New Jersey. were usted at ntitled to reinstatement under the o ..' o erms and conditions of the College's .Unl‘ve’ Slty 0f 'olicies on Employment and Tenure. . . w e ruled, as the AAUP had asserted, Hawazz hat the Board of Trustees had wrong. % ully abrogated a contractual agreement runoff Chub? he.” at “‘6 end to l" a ith the college faculty, and failed ‘ 0‘ October at the UDIVCrStly of HafVaii- how that the faculty dismissals were the AFT local was overwhelmingly demonstrably bona ecessitated by a defeated by the University °f Hawaii de condition of financial exigency. Professional Assembly (UHPA), a coalition formed by the AAUP Chap- ter and the Colle2e and Univers'my . ‘ afiiliate of UP Wzns AAUP-Florida Professional Association, an AA the NBA. The vote was 1138 to 721. . o o - . At C'zncznnaz‘z Launched , In a collective bargaining election Representatives from AAUP chap- PRESIDENT held at the University of Cincinnati in ters at seven of the nine state universi- early November, the AAUP Chapter ties gathered in Orlando in July to DISMISSED won 676 to 583 over No Agent. The create AAUP-FLORIDA, which will election was held at the request of the seek to represent faculty in negotiations AT UT ' AAUP Chapter and with the consent with the Florida Board of Regents, of the University's Board of Trustees, Almost six thousand faculty will proba- Recent events at the University of which agreed to bargain with the bly go to the polls in 1975 to select a Texas have focused national attention MU? if the chapter was elected as collective bargaining agent under a once again on the problem of govern- bargaining agent. new law permitting such .activity. ance in large state university systems. In September, the President of the Uni- versity of Texas at Austin, Dr. Stephen dismissed by the Fund Spurr, was summarily Academic Freedom Chancellor of the University, Dr. Charles LeMaistre. This action is the Contributes To Major latest in a series of such firings of Uni- versity administrators which have been questioned by faculty and students. Constitutional Decision for the The US. Court of Appeals Academic Tenth Circuit held, in a recent land- Hard Times: academic freedom. mark decision for The average college and university the constitutional rights of eleven buying power that Salaries Lag professor had 3271 less faculty members and three administra- than last because of spiraling of Liberal this year tors at the Oklahoma College inflation, even though the average pro. Arts had been violated when the ad- and fringe benefit‘ their fessor received salary ministration refused to renew amounting to $979 during u, they were alleged increases appointment because l973-74 academic year. to n» ”divisive." The litigation was January 3, 1975

Mrs. Betsey Whitman Math Education Department Room 219 College of Education Building Florida State University Tallahassee, Florida 32306

De 3: Batsey p

I hope you and your family had an enjoyable holiday season. My family and I spent most of the holidays with relatives in Virginia.

:I am adjusting slowly to the NCBU atmosphere: however at times, I do miss the Math Ed Dept. I have been relatively busy during the last six months. Irene and I are in the process or having a home built (fighting with contractors). The house should be finished by March 15.

I am glad to hear that you are close to taking your second round of exams. I would like to coms‘down. Perhaps I could come on February 3. I will confirm this date by January 15. However you could still set up the orals on th 8 date. -

. Looking forward to hearing tron you. My best regards to the Math Education faculty and students.

Lawrence M. Clark

LMC:sj Enclosure October 28, 1974

Dr. Frederick R. Brews, Professor and Head: Department of Physical Education 201 Carmichael NCSU Campus

Dear Dr. Drews:

Several members of the staffi have brought to the attention of Committee W(AAUP) an apparent inequity in the services offered by the Physical Education.Department to women in their recreational use of , Carmichael Gymnasium facilities. Although female faculty and staff‘ pay the same fees as their male colleagues, they must launder their gym suits (Which are frequently in poor repair) and are refused sweat suits in cold weather. Men are issued clean suits at every visit to the gym and sweet suits upon demand. Is there an explanation for this discriminatory policy?

We ask that until an adequate supply of women's gym suits is available, women be offered the option of wearing men’s suits and that these suits be laundered by the University. We also ask that women be issued sweat suits now on the same basis as men. Sincerely,

Phyllis c. Bradbury, Chairman Committee WCAABP) AFF Ad'om '

REPORT OF AAUP COPEETTEE W MEETINGS 1973-7h

The first meeting, on November 8, 1973, was followed up by a letter to faculty women asking for a display of interest in the Committee and indication of special concerns (see letter of January 30 and replies received). A brief report of the fires meeting is included in the letter. 1W3“ H. m_ “ (f The second meeting, on February 21, 197uf§fiés a éegéééi digggssion with Bill Simpson, the University's Economic Opportunity Officer, who described the workings of the Affirmative Action Report and affirmative action efforts on this campus. Members of the group were impressed with his friendliness and sincerity; he was impressed by our numbers and interest and with our strong feelings that more needs to be done. It was pointed out that the approach to getting newxvomen faculty members is passive; for instance, by sending out advertisements that might not appear for so many weeks or months that the gig might be filled in the meantime, or by sending out a few letters-—“ otherwise recruiting in the cheapest possible way. It was suggested that there should be a budget for recruiting women with an effort made to send women out to recruit others. In cases when women know of women candidates who are not being reached, Hr. Simpson recommended telling the department head. Barbara Parramore pointed out that the School of Education has a good program because the Dean insists on affirmative action procedures, with search committees making a real effort to fill appointments with blacks and women; a "corrective mechanism" exists if such action is not taken. Members of the group also suggested that there should be a channel within the administration for women to act through because women on this campus -by themselves have no power; there should also be a Quail Roost Conference on Women's problems. Mr. Simpson suggested that in cases of discrimination a woman should act first through normam channels (Dept. Head, Dean) but said that he is available for consultation and that he might recommend hearings procedures. In the case of a general problem, he could inform all 13 units of the University. Questions about the lack of benefits for part-time jobs and about the need for a day care center were also raised.

The third meeting on February 28, 197h, was the first of a series of weekly meetings at 12:30 on Thursdays to which members brought their lunches. The meetings were held in different places (Winston Hall, Cox Hall, Gardner Hall) to get more visibility for the group. This meeting discussed the following concerns: at” (l) Problems of temporary and pert—time employees. SPA part-time ' employees get pro-rated sick leave and annual leave but no insurance, 8‘" 'oK retirement; part-time EPA employees (there are very few of these) get no benefits. Some employees (usually housewives) are on temporary status--hired and drOpped as it is convenient; this procedure has been abused.’ Part—time faculty members are not eligible for tenure. It was decided to write John Rawlings of the University insurance committee asking for committee efforts for insurance programs“and state retirement for part-time positions.

Q2) We should notify Bill Simpson of our interest in seeing women on university committees, eSpecially search comudttees; also of our interest in a budget for recruitment, of the possibility of a representative of our group on his advisory committee, and of the problem of SPA employees in getting positions-reviewed. (3) Possibility of starting a campus Day Care Center.

At the fourth meeting, on March lh, 197M, it was decided to have a focus for each future meeting. The discussion was on Women's Studies courses: e.g., a UNI course with instructors from Psychology, English, and Biology (UNI courses must draw instructors from different schools) or a series of one-hour courses, perhaps five in all, with students electing as many as they choose. ’ » The fifth meeting was held on March 21, l97h; focus was Women's Studies. Barbara Baines led the discussion, which began with a statement of the need for women's studies courses: we have a large female student body that needs to be made aware that men have created and interpreted history, defined the psychology of women, created the literary image of women. Men as well as women need to understand this. Also, such courses would make women on this campus more visible. We can begin by including women's studies in our own courses in bits and pieces. There should be courses in Continuing Education; we might work with the N. C. Committee on Continuing Education in the Humanities; Chancellor Caldwell is on the committee (get in touch with Jim Nowell in Greensboro). Also we again discussed a UNI course; it was reported that Dr. Barthalmus of the Zoology Dept. would be interested in teaching such a course. A syllabus could be worked up for a specific course which'could be repeated—~or there might be Spin—off courses from the original. Other means of outreach: we should meet with women students with feminist concerns; we should work for a Quail Roost conference with women students; the girls here are conservative and timid, need encouragement; we should help to bring women speakers here~~possibly Sponsor a symposium; we should encourage the Freshman Honor Society (girls) to sponsor a faminist speaker. There was also a discussion of the need for an official channel for women to use, since some women have been discriminated against cruelly; an administrator or committee chairman with tenure and prestige should have a special assignment to look into and do something about discrimination.

The sixth meeting was held on March 28, 197h; the focus was a Day Care Eenter. Carolyn Jessup described the work of an ad hoc committee, appointed by the Chancellor, in carrying on a two-year investigation of the possibility of a campus day care center. The committee was unable to solve the problems of location and financing.’ An unlicensed day care center run by volunteers is possible, she said, but volunteer staffing tends to dry up after two or three months. 'The legislature does not furnish fuhds that can be used for a center. But there is a need-—as witness the enthuaastic response to a ' survey of married students made in the Fall of 1973. Several possibilities were discussed: of a franchise Operation (Creative Days or Child's World) of a center financed through shares bought by parents (of. Raleigh PreSchool) of a center located at the Faculty Club. Day The seventh meeting was held on April h, 197h; the focus again was a Care Center. Carolyn King, who works at Raleigh PreSchool and is on the board of the Method Day Care Center (now at Pullen Church) discussed problems of starting and running a center. She pointed out that the _ Method Center has always had to be subsidized; even the mothers who pay cost the top rate ($80/month) OJH't pay the full/of $12S/month/child, the welfare dept. although will pa the full cost for AFDC children~~or.at least will pay $lZS/month, the 'gure that has been set as full cost. Shé discussed also the import, ce of good training for workers in the center. Suggestions that emerged ffiom the discussion: (1) the University might‘establish a list of homes where children good get care and then work on getting volunteer help for these who keep women several children in their homes; the volunteers would help to provide a check on the quality of childcare. (2) A center might tie in with a training program for day care workers, center which might be set up, for example, at Holding Tech, could get which funds for such a program. (Central Piedmont has a good training program.) (3) A connection might be made with programs in the Psychology Dept. or Dorothea Dix. (At Duke, the Psychology Dept. pays the salary of a day care center director.) (h) Since early childhood education resources here are devoted to special education, a center might be able to get grants by including handicapped children. ‘ (5) Nancy Rich is in touch with the Faculty Club president about the possibility of locating a center there. Resource people: Brenda Ball in the Psychology Dept. Howard Miller in the Psychology Dept. Catherine Mulvey at Dix Hill . Mrs. Shirley Gryder, Wake County Dept. of Social Services, Wake County Day Care Coordinator (she places AFDC children) Virginia Sherrill (Mrs. Basil Sherrill), in the State Social Dept. of Services; she examines centers for Federal certification and is very knowledgeable about day care training and standards. The eighth and final meeting was held on April ll, l97h; plans for the focus was on next year. There was firSt a discussion of though affirmative action: departments are promising to hire new women, some of heee are the ones already being let go, for instance in Design, which may drop none and History, from two to which may drop from six women a year ago to three end of next year. The at the reasons for non-renewal--for instance "incest" or being in the wrong field for departmental needs~have teaching. nothing to do with Suggestions for next year:

(1) Day Care Center--we should continue with this, setting up a subcommittee to concentrate on it; '

(2) Watchdogging affirmative action: (a) ‘ Asking for job definitions-for faculty and non~faculty; positions for faculty requirements are set from.year to yearlfor-position*to position? sometimes changing in order to exclude; (b) petition procedure for SPA employees is needed; a department now asks for head reclassification at his pleasure; x (c) Personnel Office should direct women to higher or nontraitional jobs (d) Representation on search committees;

(e) Recruitment budget for formerly excluded groups;

(f) Work for increased benefits for part-time jobs and for establishment of half-time or two—thirds time faculty positions with benefits (this is an especially important and difficult area; such jobs should have the same benefits and status as full-time jobs and should be available for men and women; we do not want to work for marginal jobs in which women will be exploited); ' (g) Grievance action: we need to Spend time on this and possibly have a big general meeting on it to explain campus grievance procedures, discuss possibilities of informal consultation on discrimination, find friendly lawyers to give advice, discuss the possibility of establishing an official administration position apart from the Equal Opportunity Officer to deal with discrimination against women; (h) Establish contact with School affirmative xii action committees;

(3) werk with women students: of women (a) Encourage placement/in nontraditional campus jobs; (b) Inclusion in grievance procedures; (0) WOmen's Studies courses (should be one of our main emphasis); (d) Symposia; (e) Improved career counseling—~bringing career women to the campus; (f) Informal meetings with women students who have feminist interests;4 (g) Improved Opportunities for women in athletics. . l

. I). The American Association of University Professors On the basis of my academic year salary. my annual dues are (check one) C] 812.00 (below $8,000) C] 830.00 (Sl2.000-814.999) National Office: One Dupont Circle. Suite 500. Washington, DC. 20036 C] 818.00 (sa,ooo.sg,ggg) D 836.00 (515.000 and above) C] Application for Membership [3' OmActivelwlvinflMembership‘0' $24.00 (:10,ooo.su,999) D 8 5.00 (Graduate Student Membership) C] Graduate Student Membership For AAUP USE This is . Please include payment with application. and matte check payable to C] New Application the AAUP. AAUP dues and contributions are tax deductible. [3 Application for Reinstatement C] My check for S.______.(payable to AAUP) is enclosed. Name Last First Middle Signature Institution . Institutional Address . City State I suggest you invite the following person to loin the AAUP: Preferred Mailing Address Street and Number. or Department and institution Name City Qtate 7inI, _.—_—.. Address For AAUP Use Academic Field City State 7in C R O Y Academic Rank ] . I 1 Please do not use this form for renewal of current membership. 7 MEMBERSHIP INFORMATION ELIGIBILITY: Active membership in the AAUP is open to teachers. research scholars. professional librarians. coun- selors with faculty status. and graduate students at accredited educational institutions (or in institutions that are candi- dates for accreditation.) Graduate students and teaching assistants who are not otherwise eligible for Active membership are eligible to join as Graduate Student members. Dues for this category of membership are $5.00 per year. JOINT MEMBERSHIP: A husband and wife who are both Active members may request a joint membership,where- upon they will receive only one issue of the Bulletin and the dues of one will be reduced by 36.00. For a husband and wife who are both Graduate Student members, the dues of one will be reduced by 82.00. MEMBERSHIP YEAR: All members join on a calendar year basis. NEW MEMBERSHIP DUES PRORA'I‘ED AS FOLLOWS: January 1 through May 31. full dues September 1 through December 31. full dues applied June 1 through August 31. l/fi dues to the following calendar year. REINS'I'A'I'EMENT: A former member who wishes to reinstate his membership should submit this form with the . reinstatement block checked. Dues for reinstatement are prorated as follows: January 1 through March 31. full dues September 1 through December 31. full dues applied April 1 through June 30. 1% dues to the following calendar year. July 1 through August 31. V1 dues ewe

NORTH CAROLINA STATE UNIVERSITY

M E M.O R A.N D U M

November 17, 1975

Dear Colleague:

The national American Association of University Professors and your local NCSU chapter exist on behalf of the whole academic pro— fession. Among our primary goals are:

. promotion of cooperative administrative/faculty leadership,

. advancement of the principle of academic freedom and tenure,

. improvement of faculty salaries and benefits, . promotion of just mediation and recourse procedures,

. elimination of discrimination against all minority groups in the profession. AAUP needs ypur support! >The continued defense of individual academic freedom and tenure on behalf of the profession everywhere your depends upon concern, your support, and your participation. Were you aware that there is litigation still pending, which involves our own even faculty, though our Faculty Mediation Committees have made recommendations favorable to the faculty involved? More needs 59 be done. Please complete the enclosed membership application and send it to the American Association of University Professors, One Dupont Circle, Suite 500, Washington, D. C., 20036. Please add $2.00 extra for our local NCSU Chapter dues. If there are any questions, do not hesitate to call me at Extension 2387. Best Wishes,

mm 9,,W/W

William J. Vander Wall Chairman, Membership Committee NCSU Chapter, AAUP

Membership Drive New Under Way THE AMERICAN ASSOCIATION

OF UNIVERSITY PROFESSORS

invites you

to become a member

of the nation’s

largest association

of college and

university teachers What

The AAUP has 77.000 members at more HOW large than 2.200 Institutions; local chapters at 1.365 colleges and universities: and 45 is the Association? conferences. unltlng chapter organiza- tions on a statewide basis.

What By working to have its policies on academic freedom and tenure observed by the nation's colleges and universities. (1 th And, to a remarkably high degree. these guard institutions adhere to these policies. HO {I bl AfEJP When an infringement does occur, the academic freedom and tenure? AAUP's staff goes into action. At the national headquarters in Washington and the regional offices in San Francisco and New York City over 1000 complaints are tackled yearly, with a high degree of success.

Those problems which cannot be resolved through normal AAUP procedures, and which raise serious issues relating to the principles of academic freedom and tenure, are examined by special inves- tigating committees appointed by the AAUP's General Secretary. The commit- is meant by tees’ reports. normally published in the AAUP censure? AAUP Bulletin. may lead to action by the AAUP's Annual Meeting to censure the administrations involved, and thus draw nationwide attention to violations of academic freedom and tenure. Through- out this entire process. the AAUP continues to work with the institution to help resolve its problems.

The AAUP has been the acknowledged leader in securing a strong voice for faculty members in the government of the nation's colleges and universites. The AAUP's guidelines for faculty senates has the and for the role of faculty financial a AAUP done planning have transformed governing procedures at many institutions. The to increase the role of the Association's 1966 Statement on the faculty in university Government of Colleges and Universities. the theory and provisions of which government? characterize government in a large number of institutions. sets forth a well- developed structure of ”shared authority" on campus. Since 1958 a committee of the AAUP has continuously studied faculty salaries and benefits at colleges and universities. does the This annual analysis—the only one to AAUP work identify salaries and benefits by institu- tion—is one of the most important single for improved faculty forces for improving faculty compensa- compensation? tion. This past year more than 1,500 institutions participated in the study, which is published each summer in the AAUP Bulletin.

The AAUP works closely with faculty, administrators, and trustees of two-year Wh t is the colleges to insure that sound academic procedures are observed in these institu- a AAUP doing tions. The Association's Special Project for community colleges and for Developing Institutions has provided advice and assistance to developing developing institutions? institutions, many of them predominantly black, which face increasingly difficult problems during this period.

Through its national and local Commit- tee W's. the Association has sought such objectives as equality of opportunity has the and equal compensation. Through its statement on Faculty Appointment and AAUP sought Family Relationship. it has taken the lead in opposing anti-nepotism regulations. to improve the status of The AAUP statement on Leaves of women faculty? Absence for Child-bearing. Child-rearing, and Family Emergencies is a significant call for greater flexibility in institutional leave policies. AAUP chapters are free to seek recognition as faculty agents when they conclude that collective bargaining offers the best means for achieving the Association's objectives in academic freedom and tenure. faculty participation Where 2:95;“ in university government, and shared authority in the allocation of resources. stand on collective bargaining? As of spring 1974. twenty-seven AAUP chapters have been selected to represent their faculties. The institutions include public and private universities, two—year and four-year colleges. church-related institutions, and institutions serving predominantly black student populations. ’

Yes. Graduate students and teaching assistants as well as those who have been in graduate school within the past five years and do not qualify for active membership are eligible to Join at a graduate special membership rate of $5.00 per year. with application and direct payment students and guaranteeing immediate membership. teaching continuing through the following calendar assistants join year. the AAUP? An ever increasing portion of the AAUP's work is focusing on the special problems of younger members of the profession. Graduate students who join now will have an important influence on the development of Association policies.

Dues are based on the member's annual salary. The normal rates are: $12.00 (under $8.000); 818.00 (88000-89399); ‘A }h t are the $24.00 (310,000-811,999): 830.00 [12,000- a. current S14,999); $36.00 ($15,000 and above): $5.00 (graduate student membership]. rates for membership? A special offer is currently available to new members. whereby persons joining in the fall will become members imme- diately with dues credited to the ensuing calendar year. Membership in the AAUP is open to part-time and full-time teachers, research scholars. professional librarians, coun- is eligible selors with faculty status. and graduate for active students at accredited colleges and universities (or in institutions that are membership in the AAUP? candidates for accreditation). Member. ship is also open to professional appoint- ees included in a collective representa- tion unit with the faculty. Members join on a calendar year basis.

The Association sponsors conferences, and provides advice and assistance to individuals and groups, on a broad variety of matters concerning higher education. The Association also publishes impor- tant policy statements and reports other which have been generally accepted as the standards of the academic profession. W ha do Members are eligible to enroll in the AAUP members receive? Association's new group life insurance program. underwritten by the Prudential Insurance Company of America. and in the Association's group flight programs. Every AAUP member receives sub- scriptions to the AAUP Bulletin. widely regarded as one of the nation's outstand- ing publications in the field of higher education. and to Academe. the Asso- ciation's newsletter.

THE AMERICAN ASSOCIATION OF UNIVERSITY PROFESSORS National Office Since 1915, One Dupont Circle—Suite 500 the voice of the profession Washington. 0.0. 20036 no time in the history of American higher education has there been a greater need of a strong voice for the profession. At no time has there been a greater need to support The American Association of University Professors. ..;,.-..—;.v,:..:w..:.;:;.—.::.; W "n "W!“

NATIONAL OFFICERS GENERAL SECRETARY GENERAL COUNSEL William W. Van Alstyne (Law), Alice S. Rossi (Sociology), Joseph Dutfey (Urban Studies), J. A. C. Hetherington (Law), ' Duke University University of Massachusetts Washington Office University of President Second Vice-President Virginia Winton U. Solberg (History), Richard P. Adams (English), University of Illinois, Urbana Tulane University First Vice-President Secretary-Treasurer

The American Association of University Professors — (”Wham °‘ "‘Y “we; year-887;: Ean—mIN-duza:tc_m70;r . National Office:. One Dupont Circle,. Surte. 500. Washington,. DC. 20036 Da $18.00$12.00 (38.00039399)(below $8.000) Da 33530$30.00 (315.000($12.000~SI4.999)and above) Application for Membership Cl' amActiveapplyingMembershipfor D $24.00 (:10,ooesn,999) El 3 5.00 (Graduate Student Membership) C] Graduate Student Membership For AAUP USE This is a Please include payment with application, and malt. check payable to C] New Application the AAUP. AAUP dues and contributions are tax definable. C] Application for Reinstatement :3 My check for S______(payable to AAUP) is enclosed. Name Last First Middle . Signature_ Institution Institutional Address City State I suggest you invite the following person to join the AAUP: Preferred Mailing Address Street and Number, or Departmentand Institution Name ' Qt r 2’ c'" a R '9 Address For AAUP Use Academic Field Clt‘.’ State 7i? C R O y Academic Rank J l I Please do not use this form for renewal of current membership IN THIS ISSUE

—Annuo| Report of the General Secretory

—Sixty-First Annual Meeting

ALSO:

——Committee A's Censure Actions

—Whot Process is Due?

—AAUP Day on Capitol Hill

——Collective Bargaining Elections By Joseph Duffey

REPORT OF THE GENERAL SECRETARY— SIXTY-FIRST ANNUAL MEETING

The Association does not pursue port our work depends has been in- tive bargaining. its mission in a vacuum. We expen- creasing. AAUP is alive and well. We will an- ence, in all aspects of our work, the. We have the support of a loyal and guish over diffi- successive moods and events which increasing constituency. We are in culties here, as stir the society in which we live. Nei- the process of strengthening our elsewhere in ther college and university teach- channels of communication, with our our work, but ers nor the institutions in which they members and with the profession at the prospects serve escape the impact of social large, about our own goals and the are good for. - forces. These are not easy times for concerns of the teaching community. continued effectiveness in the area of those who aspire to the vocation of How has our work in behalf of the collective bargaining. I believe we scholarship: jobs are scarce, there is profession and the principles of pro- can say that 1974-75 was the year little intellectual certainty. Nor are fessional integrity fared over the past when this Association came ofage in these days of great optimism for twelve months? its announced determination to help those well established in careers of To look first at the Association’s shape collective bargaining where it teaching and research. Economic record in the area of collective bar- occurs so that it might serve the scarcity, skepticism about the future, gaining, 1974-75 has been a year of goals to which this Association has a faltering social commitment to substantial achievement. Over the long been committed. higher education, and ever-increas- past twelve months an increasing I welcome the new, strong, and in- ing pressures for conformity and number of our colleagues have con- formed voice which the Collective control, as well as new demands for cluded that the times and situations Bargaining Caucus brings to the in- accountability, place great stress in which they must function require ternal life of the Association. I am upon the profession. them to seek to make explicit, persuaded that we all have much to In the twelve months just passed, through binding contract, conditions learn from those who have con- the Association has attempted to re- of employment, principles of aca- fronted the demands of this new spond to the changing conditions demic freedom, and avenues for process, and that collective bargain- which confront those whose careers shared campus governance. Collec- ing, where it occurs, continues to bet- are in institutions of higher educa- tive bargaining is a rigorous and de- ter serve higher education and the tion. In assessing the past year, we manding process which involves an faculty because of the influence of must look both to the health and vi- assumption of faculty responsibility the AAUP. tality of our organization, and to the as well as providing a means of col- As the 1974-75 report of Com- effectiveness of the Association‘s lective expression of faculty con- mittee A will make clear, this has work. On both accounts we have rea- cerns. During the past twelve been a year of intense and effective son for encouragement. The “vital months, additional campus units work by the Association in areas of signs” ofthe AAUP are strong. I can have joined the list of AAUP chap- tenure, academic freedom. and due report to you that the membership ters engaged in collective bargaining. process. The record of success in me- losses of the past few years appear to It would be disingenuous of me to diating settlement of issues arising in have come to a halt. There are in- suggest to you that the Association’s this field shows the continued influ- dications, in fact, that I975 may be a work in the area is without difi‘i- ence of the Association in enforcing year of modest gains in Association culties. Some of our problems result sound principles of academic prac- membership. A year ago we faced a from limitations of resources. Some tice on campuses representing every severe budget deficit. The strong re- of our problems arise from a deter- type of institution in American sponse of our members to an appeal mination that we must make this new higher education. 1974-75 was the for support last fall, coupled with ad- way of faculty expression serve the year when this Association took the ministrative economies, resulted in a unique goals of the AAUP. 1975-76 lead in attempting to set forth clear I974 budget far less in the red than will be a year when we must face, procedures for the determination of originally projected. Today we antic- even more directly than we have in and response to situations ofclaimed ipate 1975 revenues well above our the past, the need for a careful stew- financial exigency. It is already clear first estimates. The economies and ardship of that part of our budget that these procedures. published last cutbacks have been stringent, but the which goes directly to assist chapters winter, have become the standard to response of those upon whose sup- and conferences in the area of collec- (continued on page 3) — ‘I

D

- is v Delegates, members, and visitors from around the country attend the Association’s Sixty-First Annual Meeting.

SIXTY-FIRST ANNUAL MEETING

Almost six-hundred delegates, ac- for faculty members to become more Committee F on Chapters and Con- tive members, and visitors attended active in the economic planning of ferences, Members, and Dues, the the Association’s Sixty-First Annual higher education. “Faculty has a report of Committee N on Repre- Meeting held in Washington, D. C., major role to play in the determina- sentation of Economic and Profes- June 6 and 7. tion of those matters which make a sional Interests, the report of Com- Important items on the agenda of university a university,” Mr. Wood- mittee C on College and University the meeting included Committee A’s cock said. “As humanitarians, fac- Teaching, the Committee V report report on Academic Freedom and ulty members must have concern for on Junior and Community Colleges, Tenure, the report of Committee W the construction and development of and the report of Committee R on on the Status of Women in the Aca- the economy that directly impinges the Relationship of Higher Educa- demic Profession, and Committee on the budgets of both public and tion to Federal and State Govern- Z’s report on the Economic Status of private universities.“ ments. Copies of these reports are the Profession. Delegates to the Annual Meeting available from the Washington The Opening Address was given approved seven constitutional Office. by Congressman James G. O’Hara, amendments including district voting Chairman of the Subcommittee on and the establishment of a new class Postsecondary Education of the of public membership, with eligibility House Education and Labor Com- restricted to those otherwise not eli- mittee. In his address, Congressman gible for membership in the Associa- O’Hara said that “Education and tion. health must either be available to all, Resolutions were passed on the or they will, in the long run, benefit FBI. the financial status of the pro- no one. Instead of allowing educa- fession, amnesty, affirmative action, tional pricing to rise to whatever lev- and the Equal Rights Amendment. els inflation will allow, and then de- Meetings and activities held in vising complicated devices by which conjunction with the Annual Meet- we can convoy a few carefully chosen ing included: the Council meetings; young people over these barriers, I the AAUP Day on Capitol Hill, in believe we should devise our public which delegates met with their Sena- Policy so that educational prices (I tors and Representatives to discuss did not say costs, 1 said prices) can be higher education legislation; the Col- kept as low as possible." lective Bargaining Caucus meeting; Leonard Woodcock, President of and the Assembly of State Confer- - 1 the United Auto Workers, addressed ences meeting. the meeting and discussed current Other reports presented at the An- President William W. Van Alstyne economic concerns and the necessity nual Meeting included the report of addresses the Annual Meeting. ANNUAL MEETING CENSURES FIVE, AWARDS The Association, at its Sixty-First REMOVES FIVE Annual Meeting, presented awards University of Science and Arts of for outstanding achievement by a Oklahoma (Chickasha, Oklahoma), chapter or conference, for out- Concordia Seminary (St. Louis,‘Mis- standing reporting on issues of souri), Houston Baptist University higher education, and for an out- (Houston, Texas), Elmira College standing contribution to academic (Elmira, New York), and the Vir- freedom. ginia Community College System. The first Beatrice D. Konheim Those institutions removed from Award for outstanding achievement the list of censured administrations by an AAUP chapter or conference are: Cornell University (Ithaca, New was awarded to the Bloomfield Col- York), the University of Florida lege Chapter. In making the presen- (Gainesville, Florida), the University tation to the Bloomfield Chapter, of Mississippi (University, Missis- Mr. Harvey Konheim said that, “For sippi), West Chester State College the past two years . . . the Bloomfield (West Chester, Pennsylvania), and Chapter has been in the front lines of the University of Wisconsin—White- the struggle for academic freedom w water (Whitewater, Wisconsin). In and tenure.“ 40.1“)? .a ... '4) addition, the 1975 Annual Meeting Eric Wentworth, Education Professor Ralph Brown, Chairman of authorized Committee A to remove Writer for the Washington Post, was Committee A, discusses censure ac- censure at a sixth institution, Indiana the recipient of the Sixth Annual tion. State University, as soon as certain Higher Education Writers Award, Delegates to the Association’s questions are clarified. given in recognition of his out- Sixty-First Annual Meeting voted to In addition to the censure recom- standing interpretive reporting on is- add five institutions to the Associa- mendations, Committee A reported sues of higher education. Professor tion’s list of censured administra- that the Association’s staff, in its me- Lewis Wolfson of American Univer- tions and to remove five others from diative work with complaints in- sity presented the award. that list. This is the first time in many volving academic freedom and ten- The Board of Trustees ofthe Uni- years that the list of censured admin- ure, achieved the highest success rate versity of Maine received the istrations has not increased in num- in the Association’s history. Of the fourteenth Alexander Meiklejohn ber. cases closed over the past year, 66 Award in recognition ofthat Board’s Censure is the Association‘s percent were concluded following contribution to academic freedom. method of informing the academic successful mediation by the staff. community that conditions seriously This compares with 65 percent in violative of academic freedom and 1973-74, 62 percent in l972—73, and flue Annual leper! en the leenemle Status of the tenure have not been corrected at an 38 percent in l97l—72. Equally note- Prefeeeien. 1974-75 will be published In the sum- mer Issue of the Bulletin. Praprinte are available institution. worthy. Committee A reported, is upenrequeetbyvritingtetheWasMngten Office, The AAUP delegates adopted the the fact that during the past year the Arm; Maryse Iyrnenene (price 810.00, nen- recommendations of the Associa- Association handled a total of 1,22] rnemliers; 87.50, members) tion’s Committee A on Academic cases and complaints involving aca- Freedom and Tenure. demic freedom and tenure. This is The institutions placed on the list the largest number in the 62-year his- of censured administrations are; The tory of the Association. ‘I

_ in Bali B] l l‘ B,I James G. Trulove. Editor I I The AAUP Newsmagazine is published four; times during the academic year (October, EQUAL BENEFITS indicated that her department as well December. March, and June) by the American as HEW has come to see that unisex Association of University Professors, One “When Dupont Circle. Washington, DC. 20036. The the Equal Employment tables (equal benefits and equal con- cost of an annual subscription is $2.00. The, Opportunity Coordinating Council tributions) are the only equitable way subscription price is included in the dues of all convenes in the fall to formulate a to deal with pension benefits and that members of the national association. Second Class Postage is paid at Washington, DC... uniform federal policy on equality in this approach would be the best way ‘and at additiona mailing offices. All news pension plans, the probable outcome to implement the existing EEOC re- ‘items and letters should be addressed to the will be the requirement that unisex quirement of equal monthly benefits. editor at the above address. When your address changes, please notify tables will be required,” according to Thus, employers subject to federal the Association‘s Washington Office promptly. Carin Clauss, Associate Solicitor, laws would be required to provide re- -Four weeks‘ notice is necessary to insure US. Department ofLabor. . uninterrupted delivery ofAvademe. tirement plans and other insurance Please include your membership number In an address to the Women’s benefits which pay equal benefits to from the top line ofthe Academe address label. Caucus of the AAUP, Miss Clauss men and women. l 2 REPORT and a member of our Committee C, institutions in modern society where (continuedfrom insidefront cover) wrote recently in The Chronicle of a serious engagement is taking place which those who discuss the problem Higher Education about the need for with important decisions which may must now respond. These procedures an expanded awareness among the well determine the future of this na- have been of substantial influence on professoriate of the relation of tion. A contest is under way over campuses where attempts have be- broader social issues to the future of which values are to prevail. Let us be gun to determine procedures for the higher education. Too often the poli- sure what we mean when we say that evaluation of claims of financial ex- tics of those concerned about the fu- our choice is not to assume an adver- igency. ture of higher education amount to sary posture as a faculty organiza- The Association has filed amicus what Birnbaum describes as “a tion. We mean that we acknowledge briefs in important cases where long- simple gesture—turning their pock- and claim the faculty’s role as one of standing AAUP principles have be- ets inside out in public." An effective sharing responsibility for shaping the come the subject of litigation in the advocacy for the interests of higher educational mission. We mean to say ) courts. This is an increasingly impor- education must look to broader out- that we will not succumb to the facile tant part of our work. The Legal De- lines of social policy. In Bimbaum’s dogmas that would pose a simplistic fense Fund, conceived and estab- words, “Unless we think harder resolution of the dilemmas of rights lished by the Annual Meeting a year about the kind ofsociety we want, we and responsibilities. We mean to say ago, has been launched, and the re- will remain unclear about the kind of as Bert Davis did in his annual report sponse of our members to the initial higher education we should de- a year ago, that it is our intention “to appeal for support has been signifi- velop.” hold to principles and policies which cant. During the past year, the Associa- are at once a check to abuses of Again, it serves no purpose to min- tion has begun to increase its credi- power—including our own—and a imize the problems we continue to bility and its capability in this area. guide to professional fulfillment.” face in this area. The effectiveness of This week, leaders of chapters and But let us not be naive about the the Association depends now, as it conferences assembled here in Wash- conflicts we face as we engage the always has, upon the efforts of a ington to consider questions now be- questions which are before this Asso- skilled stafl backed by the support of fore the Congress which affect the fu- ciation. Several years ago, Alain a substantial number of scholars and ture of our profession. Those who Touraine, the French sociologist, was teachers who, though they may never met with representatives from Con- asked by the Carnegie Commission call upon the Association for help, gress and their staffs this week will to look at higher education in Amer- know that the principles of due pro- constitute for us in the months ahead ica. As he concluded his study, he cess, academic freedom, and partici- a national network which we plan to noted that “The university, because pation in campus governance are in- mobilize when necessary and appro- it is a center of production and diffu- divisible and that without widespread priate. The result may well be for the sion of scientific knowledge, is in- support throughout the profession first time a clear and consistent ex- creasingly becoming the main locus the principles will not remain secure. pression of higher education faculty of the social conflicts of our times.” In recent years it has become in- concerns when our elected represen- Touraine was not optimistic about creasingly clear to members and offi- tatives confront decisions which vi- the future of the university as a cen- cers of this Association that on both tally affect the students we teach, the ter for the “increasing profes- the state and national levels there institutions in which we teach, and sionalization ofthe teachers.” This is must be a stronger voice for faculty our colleagues who share the voca- the final observatidh with which he concerns in the arenas where social tion ofteaching and research. closed his study: policy is determined and political Over the past few years this Asso- It is natural that the man- choices are made. Our conferences ciation, in considering the future di- agers of the system .. . should have led the way in bringing to our rections of its work, has been espe- attempt to eradicate or institu- attention the importance of this area cially mindful ofthe uniqueness ofits tionalize the fundamental con- of the Association’s work. The expe- role in contrast with other higher flicts that have appeared riences of faculties (both on private education faculty associations. We [within the university]. Every- and public campuses) in several key have confronted new demands posed thing I have said here leads to states during the past year have un- by changing conditions. There has the conclusion that these con- derscored the need for such activity. been much talk of the appropriate flicts will not disappear, be- It is an inescapable fact that the posture of the AAUP both in its cause they are at the heart of actions taken and the judgments work in the area of academic free- American society, of its pro- made by state legislatures and the dom and tenure as well as in collec- duction, and of its class rela- Congress often have a direct effect tive bargaining. Some have raised tionships, and because they re- upon the health and vitality of higher this question in terms of the faculty veal the struggle for possession education. We need a strong, skilled choice between an “adversary” role of its model of learning, its advocacy for the enterprise of higher within the institution in contrast to forms of accumulation, and its learning in America in order to one of co-responsibility, conciliation, capacity for development. maintain an adequate level of sup- and mutual accommodation between The only quarrel I might have with port, but also to maintain the condi- faculty and administration. This de- the way Professor Touraine states tions which make for independence bate raises useful considerations, but the situation in which we find our- and excellence. Professor Norman it sometimes obscures the fact that selves is that I do not assume that en- Birnbaum, sociologist at Amherst the campus is one of several major gagement with the conflicts he de- 3 scribes is in any sense alien to REFORM IN HIGHER in the classrooms," Dr. Dufley ar- professional responsibility. The true gued. Otherwise, he said, such a meaning of professional responsi- EDUCATION movement will have “a kind of Alice bility I take to be the acknowledg- “Nearly one-third of the college in Wonderland quality about it.” ment of a broad concern for the cul- and university teachers in America Dr. Duffey said that much com- ture in which we live and work, an today are earning an income below ment about reform in higher educa- acknowledgment and cheerful ac- the national average family income,” tion is “characterized by naivete ceptance of our responsibility for according to Dr. Joseph Dufl'ey in an about the actual institutional behav- shaping its future. How we respond address given at the National Con- ior of our colleges and universities to the conflicts we face, in pursuing ference of the American Association which also breeds faculty unrest.” the objectives of this organization for Higher Education. This widespread naivete “prevents and asindividual teachers and schol- “Our perspective is shaped too of- both engagement with and resolution ars, is not on a diflerent plane from ten by a quick look at the salary ofconflict in the university.“ the question of whether our civ- scales of some of the major state uni- “I suspect it is both inevitable and ilization has the toughness, the will, versities and college systems, and the healthy that we play adversarial the capacity for self-knowledge and assumption that most faculty have roles,” Dr. Dufley concluded. “There humility, and the determination to extra opportunities to earn income are indeed different interests and per- survive. through consultation or summer spectives emerging into a common Those who belittle liberty of con- teaching,” Dr. Duffey said. However, concern for institutions where both science will find us their adversaries. he observed. more than one-half of joy and learning can occur. Faculty, Those who are impatient with diver- the professoriate have no opportu- administration, and students, in sity and who would discourage the nity to earn extra income by summer healthy adversarial arrangements, open exchange of ideas will find us teaching or through highly paid con- must inevitably challenge each other their adversaries. In the conflict be- sultations. with claims of responsibility. Such tween cynicism and hope, we know Any movement to reform and open give-and-take within the acad- where we stand. In these and other rearrange American higher educa- emy, conducted with civility and conflicts this Association will con- tion must not ignore “this fundamen- compromise, will finally be in the tinue to marshal its resources and ac- tal fact of the economic insecurity of best interest of the future of higher cept its responsibilities. so great a portion of those who teach education."

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The new of- tablished as an experiment to foster ological digs in Wyoming, Nevada, ficers are: private sponsorship of basic research Nebraska, England, Israel, Guate- Chairmen Viee-Chelrrnen expeditions. mala, and Ghana; coral reef surveys Acting as a clearinghouse, EEI off the Bahamas and Florida; obser- screens research proposals from vation studies of sea otters off Mon- Ph.D.‘s who need funds and in- terey, California; an underwater ex- telligent volunteers to work on small cavation ofa Mallorcan wreck; and a teams in the field. Those projects project looking for Spanish-speaking accepted are publicized and appli- art historians, architects, and pho- cants are sought who have an avo- tographers to assist Precolumbian cational or academic interest in the scholars at Yale in their survey of particular projects. Applicants who twenty private collections in Lima, are accepted join the research teams Peru, this fall. Nash Donald L. Pierce A.PoliticalE. KeirScience Mathematics for three or four weeks, and share Postgraduate credit is being award- U.C., Santa Barbara Lincoln University costs plus transportation, much of ed teacher participants on EEI proj- Member et Large. which is tax deductible. The funds ects by several institutions who feel Secretary-Treeeurer Executive Co in raised are passed on to the research that 200 hours of “hands on” prob- team, and places are made for the lem solving in the field is a construc- volunteers to join them in the field. tive way for educators to keep In practice the concept seems to abreast of new developments and re- work. EEI has sponsored over 135 vitalize classroom insights while con- scientists, of various disciplines, con- tributing to a particular area of re- ducting research in 10 states and 28 search at the same time. It’s an countries. Almost 50 percent of the interesting balance between research volunteers are from the academic and education which may be worth community and about 30 percent investigating. For more details, B. McGee Emil L. Dillard have advanced degrees of their own write: EEI, 68 Leonard Street, Box ReligionDaniel English Baylor University Adelphi University and are attracted by the opportunity Al, Belmont, Massachusetts 02178. AIR DATES FOR AAUP-PRODUCED TELEVISION SERIES As announced in the December is- AAUP, in con- “THE LEARNING SOCIETY: sue of Academe, the HIGHER EDUCATION IN AMERICA" junction with the NBC-owned televi- sion stations, has produced two series No. Sub-Title WRC WKYC WNBC KNBC WMAQ of half-hour television programs l. The Quest which began airing in Washington, for Equality 6/16/75 7/14/75 8/11/75 9/8/75 10/6/75 D. C., on June 16. The first series, 2. The Government’s “The Learning Society: Higher Edu- Role 6/17/75 7/15/75 8/12/75 9/9/75 10/7/75 cation in America.” consists of five 3. The 1960‘s 6/18/75 7/16/75 8/13/75 9/10/75 10/8/75 half-hour programs which explore 4. The 1970‘s 6/19/75 7/17/75 8/14/75 9/11/75 10/9/75 the development of higher education 5. The Future 6/20/75 7/18/75 8/15/75 9/12/75 10/10/75 in the United States. The second se- ries, “Views on Washington," con- “VIEWS ON WASHINGTON" sists of five half-hours on the Bicen- tennial. All of the programs are No. Sub-Title WRC-TV WKYC WNBC KNBC WMAQ moderated by AAUP's General Sec- 1. geighborhoods 6/23/75 7/21/75 8/18/75 9/15/75 10/13/75 retary, Dr. Joseph Dufi‘ey. and were 2. ocial produced at virtually no cost to the Washington 6/24/75 7/22/75 8/19/75 9/16/75 10/14/75 AAUP. Initially these programs will 3. Cultural air in five cities across the country Washington 6/25/75 6/23/75 8/20/75 9/17/75 10/15/75 (Washington, D. C., Cleveland, 4. Political Ohio. New York, N. Y., Los Ange- Washington 6/26/75 7/24/75 8/21/75 9/18/75 10/16/75 les, California, and Chicago. 111i- 5. Historical nois). Following is a list of air dates Washington 6/27/75 7/25/75 8/22/75 9/19/75 10/17/75 for those cities. Members should check their television guides for ex- WRC-TV: Washington, DC KNBC-TV; Burbank, Calif. act times. Both series will be listed as WKYC-TV: Cleveland, Ohio WMAQ-TV: Chicago, Ill. “Knowledge" in these guides. WNBC-TV: New York. NY FACULTY LOOSE GROUND ECONOMICALLY In spite of increases in com- inflation, so that in real terms the slackening of the rate of inflation pensation, faculty members across average salary earner’s compensa- appears to be in prospect. Our best the country during the academic tion fell by 3.6 percent compared to expectation is that consumer prices year I974-75 lost ground econom- the 4.2 percent for faculty members. will be in the range of6 to 7 percent ically for the second consecutive “Looking towards the future,” the higher in the academic year 1975-76 year, according to the American report concludes, “it is unrealistic to than in the current academic year." Association’s Annual Report on the expect such lost ground to be recov- This year, for the first time, the Economic Status of the Academic ered quickly, either by faculty mem- Association requested institutions Profession. bers or by the great majority of participating in the annual survey to .5 The average college or university Americans who saw their real in- report separately salary and other professor had 4.2 percent less buying comes fall during the last year. The data for men and women on the fac- power'this year as compared to last prospects, as viewed by most econo- ulty. Almost 90 percent of institu- because of spiraling inflation. This mists, are for a mild recovery begin- tions participating in the survey pro- represents the largest decrease in ning with academic year 1975-76, vided data broken down by sex, faculty purchasing power in the which faculty members can expect to covering approximately 259,000 full- seventeen-year history of the AAUP share. time faculty members. “Overall,” ac- survey. . . the major economic cost “The pace of inflation is already cording to the report, “the average to faculty members came from the abating sharply. Consumer prices in- women’s compensation in institu- violent increase in consumers’ prices. creased at an annual rate of 12 per- tions with ranks was 17.5 percent While in monetary terms, average cent between the third and fourth lower than the average men’s com- faculty' compensation increased by quarters of I974, but at only 7.5 per- pensation. This differential results 6.4 percent between academic years cent from the fourth quarter of 1974 from a combination of adverse cir- 1973-74 and l974-75, in terms of to the first of I975. Continued cumstances: a larger proportion of purchasing power this gain was more than cancelled by price increases,“ the report stated. And even though the average faculty member’s pur- chasing power fell by 4.2 percent 6.4 between the two academic years, faculty members’ real income fell by nearly 7 percent between aca- Percent Increase demic years l973-74 and 1974-75. In Average The loss in purchasing power af- Compensation ,... fected all ranks about Percent equally, al- Increase though lecturers somewhat more in CPI than the ladder ranks. Percent In fact, according to the report, Increase o-arowssmaasico '70-71 In Real faculty members suflered somewhat _1 _ '0 '67-68to "68-69t0 '69-7010 to '71-72to Compensation more from inflation than wage and '67-68 63.59 '69-70 '70-71 '71-72 '72-73 salary workers in general. Between academic years l973-74 and 1974-75, average compensation for non-agri- cultural employees in the US. in- '73-74 creased by $750 or 7.1 percent (com- to Percentage Changes in Faculty Compensation '74-75 parable to 6.4 percent for faculty and Its Purchasing Power members). All experienced the same

Professor Associate Assistant Instructor Lecturer

PROPORTION OF WOMEN FACULTY WITHIN ACADEMIC RANK (All Institutions Combined) women A men Source: l’ Annual Report on the Economic Status of the Profession. 1974.75. Table 19 Weighted Average Compensations1 for Men and Women Faculty Members, Analyzed by Region2, Category, and Academic Rank, 1974-75 (9-month Basis) WEST NORTH CENTRAL NORTHEAST SOUTH Academic West No. East No. Middle New West So. East So. South Rank Pacific Mountains Central Central Atlantic England Central Central Atlantic MEN WOMEN MEN WOMEN MEN WOMEN MEN WOMEN MEN WOMEN MEN WOMEN MEN WOMEN MEN WOMEN MEN WOMEN CATEGORY I Professor $27.650 ’ $24,470 $22,910 $20,960 $24.130 $21,790 $26,490 $24,080 $29,490 $27,030 $28,830 $25,340 $22.970 $20,340 $23,540 $21,320 $25,730 $20,990 Associate 19.540 18.41 17960 16.920 18.420 7.3 19.560 18.950 21.020 20.730 20.080 19.130 18.24017.250 18.480 17.710 18.880 16.870 Assistant 16.370 15,470 15.240 14.370 15.500 14.550 16.190 15,370 16,600 16.200 15.930 15.030 15.070 14.330 15.370 14.530 15.710 14,400 Instructor 12.930 11.960 12.350 11.800 12.810 11.530 12.590 12.030 13.050 , 13,180 12.980 12.550 11.860 11.730 11.720 11.740 12.680 11,840 All Ranks 22.590 17, 18,790 14.890 19.530 15.050 20.800 16.370 22.060 17.140 22.230 16.5601 18.690 14.690 18.870 14.820 19.990 14,880 CATEGORY IIA Professor 25.100 24.450 20.690 19.520 19.810 19.090 23.800 22.940 28.540 28.010 23.930 22.840 18.240 17.270 20.100 18.760 21.830 20,470 Associate 19.220 18.920 17.410 16.430 16.360 15.940 18.970 18.260 22.480 22.560 18.900 18.490 15.920 14.940 16.950 15, 17.970 17.110 Assistant 16.050 15.750 15.030 13.830 14.240 13,690 16.000 15.270 18.350 18.170 15.470 15.010 13,870 12.710 14.600 13.580 14.950 14.230 Instructor 13.990 13.200 12.360 12.170 11.800 11.370 13.480 12,650 15.520 15.070 12.620 12.320 11.270 10.740 11.950 11.110 12.430 11.870 ’ All Ranks 20.560 18.220 17.020 14.640 16.060 13.890 18.760 16.130 22.180 - 19.640 18.130 16.010 15.210 12. 16.330 13. 17.100 14,760 . CATEGORY IIB Professor 22.100 . ' 19.340 ' 19.220 17.540 21.060 18.570 22.490 21.290 23.050 22.720 16.500 15.960 17.480 17.300 19.970 18,340 Associate 16.680 15.220, 15.990 15.120 15.110 14.390. 16.870 15.540 17.790 17.160 17.320 16.500 14.890 ' 13.550 14.520 13.740 16.350 4. 1 Assistant 13.990 ' 13.140 13.660 13.010 13.130 12.650 14.220 13.480 14.720 14.280 14.440 13.980 13.000 12.160 12.490 11.500 13.710 12.710 Instructor 11.450 11.210' 11.640 10.840 12.110 11.350 11.890 11.190 12.290 11. 11.730 11.060 10.810 10.510 10.330 10.220 11.620 10,860 All Ranks 16.970 12.640 15.530 13.060 15,030 13.050 16.580 14.000 17.320 15.150 17.310 15.630 14.050 , 12.290 13930 12. 15.620 13.330 CATEGORY III Professor ' ‘ ' ' ' ' 20.850 ‘ 28.470 27.780 20.210 20.170 17.420 ' ' ' 22.370 23.060 Associate ' ' ' ' ' ' 19.200 18.340 21.790 21.990 16.990 16.420 15.150 15.570 ' ‘ 18.620 18.700 Assistant ' ' ' ‘ ' ' 15.480 15.280 19.260 19.180 _ 14.730 14.150 12.450 13.580 ' ' 15.190 14.670 ' ' ' ' ‘ ‘ 14.840 13.430 1545015580 12.370 12.050 11.560 11.590 ‘ ' 12.600 12,000 AllInstructorRanks ' ‘ ' ‘ ' ' 16.390 14.910 20.780 19.230 15.480 14.040 13.310 13.200 ' ‘ 16.890 15,390 CATEGORY IV No Rank 18,710 ' 17,530 14.330 13.160 14.950 13.400 18.060 18,290 17,460 14.960 14.290 12,420 12.670 11.730 12.690 12.320 13.030 12.230 ‘SimvieIncludee 1351 mum-on.providingdata bym. figureshavebeen roundedto my."$10 “”222“222222222212 .2:“2:2:2:1:mwmmn"22822223222232;°:.:;."'.::27.22:".22222222222.- 2:2: 2.2322."22.222.22.22.-W°'.‘.°"°:2.2.2.2.2223‘22...:2:"--".2. N.C, nonrelated aieaplinea; Category liA—meludee inetitutuone. 3(lalas’geryvI—mcwiud; inetItutione which otter the doctorate degreein Ceteooryl;andwhichCategoryconferredIla—Iinnciudeethemost recent three yeara,,anout!“annual averageofMean or more' eerned:CateoorydoctorataeIII—includeecovering a minimumtwo-year InetItutioneor three with aceoerriicrante; Category Iv—Includee institutione Whomherdingacaoernicdegreeamrants.mm.(Withtheexceptionleureate but01anotInIncludedliberalertem truecategoryincludeernoetlymyeermartin-one) 'Sunohtooemail to bemeaningful. ¥ women than of men are on the facul- This year, for the first time also, —The highest paid educational in- ties of low-paying classes of institu- data were obtained on the prevalence stitutions this year were the pri- tions, at larger proportion of'women of tenure in colleges and universities. vate independent universities, than of men are in the junior ranks, According to the report, tenure is vir- where the average compensa- and finally within each rank and tually universal for full professors tion for faculty members is class of institution (with one minor with the exception of those on facul- about l3 percent higher than in exception) women’s average com- ties of church-related two-year col- the public universities. Church- pensation is lower than men’s. leges. The great bulk of associate related institutions were, on the “This disparity is largest for full professors in all categories of institu- average, the lowest-paying insti- professors. In general, the average tions also have tenure, but only a mi- tutions. compensation of women professors. nority of those in the lower ranks do. —By geographic area, institutions is 8.4 percent lower than for men. There are no significant differences in the Middle Atlantic area The average difference is lower for in this respect between the positions were the highest paying, while all ranks in public institutions than of men and women, nor does the those in the West South Central in private ones, whether independent prevalence of tenure vary much regions paid the least. or church-related. By and large, the among the categories of four-year in- The I975 repOrt is based on l,548 men-women differential15_ greater in stitutions. responses from colleges and universi- universities than in institutions in Additionally, the report pointed ties, the largest number ever to par- any of the other categories." out that: ticipate.

Professor Associate Assistant Instructor All Ranks

PROPORTION OF TENURED FACULTY MEMBERS WITHIN ACADEMIC RANK tenured non-tenured (All Institutions Combined) Source: Annual Report on the Economic Status of the Profession. 1974-75. Table 24 V ‘4

The costs of attending college will Aid to private colleges is provided NEWS go up almost l2 percent at pub- through publicly financed programs SUMMARY lic 4-year institutions next fall and in forty states, reports the Education more than 8 percent at private insti- Commission of the States. Aid to Gifts from individuals to colleges tutions, a survey of 2,400 colleges students is the most common pro- and universities dropped sharply in and universities has found. Total gram, found in thirty-six states. 1973-74, according to the Council costs will go up an average of 8 per- Other forms of public assistance to for Financial Aid to Education. cent for students who live on campus private institutions range from tax However, increases in gifts from and 6 percent for those who com- credits to direct support of the insti- other sources kept voluntary support mute from home. tutions. in 1973-74 at the same level as in Total costs will average 53,594 for 1972-73. students living on campus and $3,186 Fewer law-school applications are The tax status of scholarships and for commuters. reported this year, the first decline in fellowships has long been a confused The survey was conducted by the memory. That does not mean law issue. The Internal Revenue Service College Scholarship Service of the schools are running short of appli- has become “very restrictive" in its College Entrance Examination cants—they still have about five for definition of non-taxable fellowships, Board. Its annual studies have docu- every opening—but admissions offi- according to lawyers, and Congress mented massive increases in the costs cers think the slow-down may in- is being urged to provide practical, ofgoing to college since. 1970—73. dicate the beginning of the end of the objective definitions of scholarships boom in legal education. and fellowships. Collective bargaining may be the The slowdown in college enroll- The number of college graduates hottest single issue affecting higher ment is sharpest among young people will exceed the number of jobs re- education in state legislatures this from families earning between quiring their skills by about 800,000 year. $10,000 and Sl5,000 a year, accord- between now and I985, according to In a poll conducted by the Educa- ing to a study by the Census Bureau. projections from the Department of tion Commission of the States and Labor’s Bureau of Labor Statistics. the National Conference of State The National Collegiate Athletic As a result, the bureau says, col- Legislatures, state lawmakers rated Association has been urged to with lege graduates are “likely to obtain public-employee collective bargain- draw a report that would extend its jobs previously held by individuals ing as the top issue before them. authority to women’s intercollegiate with less than four years of college. At least twenty legislatures are athletics. The parent organization of “Problems for college graduates considering bargaining bills that the Association for Intercollegiate will more likely be employment be- would affect higher education, and in Athletics for Women says the low the level of skill for which they as many as seven they are given a NCAA is seeking such control in a were trained, resulting in job dis- good chance of passage. In addition, manner that is “unacceptable in a satisfaction and high occupational at least eight states that already have democratic society." mobility rather than unemploy- bargaining laws covering college pro- ment," the bureau predicts. fessors are considering revisions. Excerpted from TheOneida4mmElle-den

THE Following are the ten new Council members who have been elected to serve three year terms. 1975 to 1978: AAUP Districtl District Vi INVITES APPLICATIONS David E. Feller John Gilbert Law Political Science for a staff position as Associ- UniversityofCelliornla no. State University ate Counsel. Position involves Mist il DistrictVII case work relating to academic William ii. Keast M w. Grey llsh M aties freedom and tenure, and varied Un oi Yeas American University responsibilities as counsel for District ill DistrictVlli association. Experience in James H. McKay {Logan A. German higher education and/or with Oakland University Universityat Penna. nonprofit organization pre- District W Distiotit ferred. Michael W. Friedlander Paul A. Smith Washington University SUNY.PoliticalBinohamionScience Send résumé to General Secre- tary, AAUP, One Dupont Cir- mV m1: cle, Gordon 3. Baldwin Washington, DC. 20036. w PhlioeoRobert 8. Brumbauoh UniversityorWisconsin Yale University AAUPDAY~’t‘-v “1—75

ON CAPITOLHILL , bi;It:

The Democratic and Republican Leadership of the House Com- mittee on Education and Labor, Congressman Carl D. Perkins (D-Ky), Chairman, and Congressman Albert H. Quie (R-Minn) address AAUP delegates. age. '; 3 Two hundred AAUP chapter and conference representatives spent Thursday, June 5, on Capitol Hill visiting their Representatives and Senators and discussing federal legis- lation affecting higher education. At noon they were joined at a luncheon meeting by a group of former profes- sors now in Congress, including Con- gressmen John Brademas (D-In- diana), Ken Hechler (D-West Virginia), Clarence D. Long (D- Maryland), Philip R. Sharp (D-ln- diana), and Marvin L. Esch (R- Michigan). Congressman Robert F. Drinan (D-Mass.) was the luncheon Congresswoman Millicent Fenwick (R-NJ ) discusses currentlegislativeIssues speaker. affecting women with Carolmarie Smith, Framingham State College, Esther After lunch a group of forty Chu, Jersey City State College, and Carol 1. Polowy, Washington Office delegates from states without pub- (standing). lic employee collective bargaining legislation met with Mr George f Sape, Counsel for the Senate on is Labor and Dr. Tom Wolanin, Staff Director for the House Subcommit- ‘ *9 tee on Labor-Management Rela- tions, to discuss proposed federal collective bargaining legislation. Later the entire group heard Senator c—r Claiborne Pell (D-Rhode Island), chairman of the Senate Labor and Public Welfare Subcommittee on Education, Congressman Carl D. Perkins (D-Kentucky), chairman of the House Committee on Education and Labor, and Congressman Albert H. Quie (R-Minnesota), ranking minority member of the House Committee on Education and Labor, l \‘ . I ‘ discuss current issues in federal legislation affecting higher educa- Congressman Robert F. Drinan (D-Mass.) addresses delegates at a Capitol tion. Hill Luncheon. 9 legal

WHAT PROCESS IS DUE? By Matthew W. Finkin A little more of proposed removal accompanied ell-Blackmun criticism of the plural- than a year ago by supporting reasons and docu- ity’s reasoning. The provision for a th e U n i te d ments and was to be given an oppor- pretermination proceeding which States Supreme tunity to answer both in writing and makes a “probable cause” determi- Court decided personally before his removal could nation of the accuracy ofthe charges Arnett v. Ken- be effected. However, he had no right would satisfy the due process re- nedy. Unlike the to an evidentiary, trial-type hearing quirement, he opined, save that it Roth and Sin- before the termination. Once re- does not mandate an impartial de- dermann deci- moved, he could appeal the decision, cider at that stage. Most persuasive sions, which at which point a right to a full hear- to him was the fact that the accuser- have had an im- ing, including, for example, rights to agency head was also both the initial mediate impact a transcript and the examination of decider in the pretermination pro- on litigation in witnesses, would ripen. Thus, one of c‘eeding and the individual allegedly public higher the questions before the court was defamed by the employee. Justices education, Ar- whether a non-probationary govern- Marshall, Brennan, and Douglas dis— nett remains to ment employee had a right to a trial- sented, arguing that the Constitution be fully felt, but type evidentiary hearing before entitled the employee to a trial-type it may become no less important. rather than after his removal. In evidentiary hearing before dismissal. In Roth the Court held that a other words, does the Constitution If the Arnett decision is applied probationary faculty member in his allow the sheriff, one preliminarily mechanically in higher education, it first year of a one-year appointment satisfied of the facts, to shoot first might allow revisions in institutional had not shown such a “property" in- and try later? regulations, at least for newly ap- terest in his position to require a The Court sustained the two-stage pointed faculty, which permit a sim- hearing before the non-renewal of procedure by a 5-4 vote, but divided ilar two stage procedure in dismissals the appointment. ln Sindermann, on the ‘reasons. Mr. Justice Rehn- for cause of nontenured, or conceiv- however, the teacher claimed tenure quist, writing for himselfand Justices ably tenured, faculty. Whether it will by virtue of the guidelines of the Burger and Stewart, concluded that be so extended remains to be seen, Texas Coordinating Board which the “property” granted by the gov- for there are critical differences be- had, in effect, adopted the 1940 ernment was qualified explicitly by tween the employment in Amett and Statement. There the Court allowed the procedure established to extin- professorial appointments. For ex- that such a showing could give rise to guish it. “Where," he concluded, ample, the balancing test performed a sufficient property interest to re- “the grant ofa substantive right is in- by Justices Powell and Blackmun quire a hearing. The requirements of extricably intertwined with the limi- weighted heavily the government’s that hearing were left rather up in the tations on the procedures which are interest in being able to remove an air. Moreover, the Court did not re- to be employed in determining that unsatisfactory employee against the solve the issue of when the hearing right, [the employee] must take sole interest of the employee in con- had to be provided. That issue was the bitter with the sweet.” Justices tinuing in his position. “Prolonged posed squarely in Amett but in the Powell and Blackmun, concurring in retention of a disruptive or otherwise context of a two-stage removal pro- the result, could not accept that rea- unsatisfactory employee," they cedure developed for federal employ- soning. Under the plurality’s ap- wrote, “can adversely affect dis- ees. Even though Amett did not deal proach, they argued, the statute cipline and morale in the workplace, with the termination of a professorial could deny a hearing altogether and foster disharmony, and ultimately appointment, it may affect public still withstand constitutional chal- impair the efficiency of an office or higher education since it addresses lenge. Once a property interest is agency.” In higher education, how- the due process required by the Con- created, they maintained, it is the ever, the collective interests of the stitution in the termination ofa non- Constitution which mandates proce- faculty and the institution‘s interest probationary public employee. dural safeguards against its depriva- in protecting academic freedom also Amett directly concerned the dis- tion. In their view, however, what ought properly to be weighed in the missal of a non-probationary 0E0 those safeguards are depend on a bal- balance. Thus a prior evidentiary employee. He was charged with pub- ancing test, weighing the govern- hearing should be viewed as essential licly accusing the agency’s Regional ment‘s interest in expeditious re- to protect these additional interests. Director of offering a bribe of a moval against the employee’s Indeed, it is a dismissal effected $100,000 grant to a community orga- interest in continued employment. through the perfunctory “probable nization in return for a statement Thus they would sustain the chal- cause" proceeding sustained by the against the employee. Under the fed- lenged procedure as striking a consti- Court which would produce just the eral statute and regulations involved. tutionally satisfactory balance. Mr. untoward results catalogued by Jus- the employee was entitled to notice Justice White agreed with the Pow- tices Powell and Blackmun. Never-

— 10 theless, Justice White’s identification AHA RELEASES ACADEMIC ofthe OEO employee as a “tenured” civil servant may encourage an at- REPORT FREEDOM FUND tempt somewhere to curtail the pro- cedural requirements in dismissals of The American Historical Associa- Professor William P. Phillips, faculty members for cause. tion (AHA) has released the final re- Central Virginia Community Col- Thus it should be stressed that as port of its ad hoc Committee on the lege, Lynchburg, has been awarded a divided as the Supreme Court is, and Rights of Historians. This report as- grant from the Association‘s Aca- perhaps as grudging as some of the sesses the current state of academic demic Freedom Fund. Central Vir- Justices are in their view of what freedom for historians. lt recom- ginia Community College is one of kind of process is due, the result is mends procedures consistent with the twenty-three community colleges solely an expounding of constitu- the I940 Statement ofPrinciples, the in Virginia where the governing tional minima. The fact that the due Statement on the Government of board has abolished faculty tenure. process legally mandated in public Colleges and Universities, and The Virginia Community College employment may be interpreted in AAUP’s Recommended Institution- System was placed on censure at the some cases as less than what the aca- al Regulations. The AHA worked Association’s Annual Meeting. demic community has traditionally closely with the AAUP in formulat- Professor Phillips was dismissed required does not suggest that pub- ing this report. Copies may be ob- by the President of the College in a licly-operated institutions of higher tained from Eleanor F. Straub, manner totally inconsistent with the learning should retreat from what Assistant Executive Director, Association’s I940 Statement of they regard as necessary to protect American Historical Association, Principles on Academic Freedom the integrity of institutional deci- 400 A Street, S. E., Washington, and Tenure and the I958 Statement sions. D. C. 20003. on Procedural Standards. His salary Mr. Finkin is a Law Professor at was immediately stopped, and the Southern Methodist University in Academic Freedom Fund grant is to Dallas, and is Associate General cover temporary hardship while his Counselfor the AA UP. case is pursued. In order for the Association to be According to the brief, the District able to respond affirmatively to the significantly in three BRIEF SUBMITTED court “erred increasing number of reqUests for substantial respects. First, the ques- Academic Freedom Fund assistance, IN LUMPERT CASE tion of whether financial exigency your contributions are needed. A brief amicus curiae has been exists and is of sufficient dimension Please send whatever you can to the submitted by the Washington Office to permit the abrogation of a tenure Academic Freedom Fund, AAUP, to the Supreme Court of Iowa in the commitment to require a most care- One Dupont Circle, Washington, case of Rolf Arno Lumpert who, as a ful assessment of income, costs, edu- D. C. 20036. Your contributions are tenured professor, was dismissed in cational program, and alternatives. tax deductible. 1972 by the University of Dubuque Thus the trial court erred in equating “for reasons offinancial exigency.” financial exigency solely with an op- In a lower court, in which Profes- erating deficit. sor Lumpert had brought suit for “Second, in order for tenure and DEAN OF STUDENTS breach of contract, the court found the academic freedom it protects to John Jay College of Criminal Justice of the that the evidence showed adequate be secure, the [court] must decide City University of New York invites appli- cause to dismiss him in that financial whether the administration acted in cations for the position of Dean of Students. exigency existed which allowed the an academically responsible fashion Qualifications sought include the following: University to terminate his appoint- in confronting the alleged exigency, —a demonstrated capacity to deal with ment. The District court also found i.e., whether it considered all the rel- educational and/or emotional needs of that the contract of tenure was termi- evant data and scrutinized all avail- a diverse student body; nable upon reasonable notice by the able alternatives before terminating —demonstrated administrative experience administration unless contractual a contractual obligation as solemn as including supervision of a professional were that of academic tenure. Thus it must staff; obligations other than tenure —recognized academic credentials: Ph.D. included. find a rational relationship between or equivalent; In its amicus brief to the Supreme the abrogation of the contract and —orientation toward or experience in the Court of Iowa, the AAUP said that the amelioration of the exigency. criminal justice field. “This case, on the meaning of profes- However, the scope of review Salary open. Applications (including a resume sorial tenure in a time of financial deemed appropriate by the trial and list of references) should be forwarded distress, is of moment to the entire court essentially precluded that anal- to: profession and presents one of the ysis. Hence no findings of fact on the Susan Larkin first opportunities for judicial scru- point were made.” Secretary, Search Committee for the Dean tiny . . . .” Finally, according to the AAUP of Students faculty brief, the trial court declined to con- John Jay College of Criminal Justice Under the I940 Statement 444 West 56th Street tenure may be terminated for rea- sider the procedure utilized in con- New York, New York 10019 sons of financial exigency only when fronting the alleged exigency in that An equal opportunity and affirmative action a bona fide exigency has been there was no faculty participation in employer. demonstrated. arriving at this finding. ll Collective Bargaining

AAUP WINS ELECTIONS AT THREE UNIVERSITIES During the month of May, AAUP the election can be regarded as evi- first collective bargaining agree- chapters won collective bargaining dence that the movement toward col- ment.” elections at the Boston University, lective bargaining at major private The election at Northern Michigan University of Washington, and universities has not ended. University was the second collective Northern Michigan University in In the Boston bargaining election to be held on that Marquette. University election, campus. In the first election, in which At the University of Washington, AAUP received 394 votes, No Agent received 262, and 40 votes the Michigan Education Association the Chapter received the support of were chal- (MEA) was the only contender, the 75 percent of those voting. The elec- lenged. Eighty percent of the full- time faculty voted. faculty voted against collective bar- tion was conducted by the faculty gaining. This time, the MEA was senate in the absence of enabling la- Commenting on this election, defeated in the first ballot. The bor legislation. The bargaining unit Woodley B. Osborne, AAUP’s Di- AAUP received lSl votes, N0 numbers about 2,800 and includes rector of Collective Bargaining, said Agent received 90. the faculty of all the University’s that “The decisive result of the fac- In other elections in which AAUP professional schools, part-time fac- ulty collective bargaining election at chapters competed, the NEA affili- ulty, and research faculty who do not Boston University demonstrates that ate won at an election held at the normally participate in the faculty the faculty members are determined Minnesota State Colleges, and at senate. to strengthen their role in the gov- Ithaca College in New York, the fac- The election at the University of ernance of their institution at a time ulty voted for No Agent against the Washington constitutes the first time when higher education generally is AAUP Chapter and an affiliate of that the faculty of an American As- experiencing considerable financial the NEA and AFT. An election was sociation of Universities (AAUP) in- distress. We find the result of the also held at Stevens Institute of stitution has voted for collective bar~ election tremendously gratifying. Technology in New York, where the gaining. Member institutions of the since it affirms the vigor and com- results await the outcome of chal- AAU, generally regarded as among mitment of the faculty and the lead- lenged ballot proceedings. the most prestigious graduate centers ership of the AAUP at Boston Uni- AAUP chapters have now been se- of higher learning, have been viewed versity. We look forward to working lected as faculty bargaining agent at by many as being the least likely to with the AAUP Chapter in its im- thirty-three institutions of higher experience faculty collective bar- pending effort to achieve a sound education. gaining. ‘ The final results of the election: AAUP-l,l68; No Agent-405. The election at Boston University marked the culmination ofa long ef- fort on the part of the AAUP Chap- ter at that institution. The results of

GRANTS FOR FIELD RESEARCH AAUP members seeking funds and vol- unteers to support field research are in- vited to submit applications for funding to the Center for Field Research, a non- profit organisation established to foster private sponsorship of basic research. The Center arranges financial support for re- search investigators who can construc- tively utilize amateur assistance in the field. In the past four years over $500,000 President William W. Van Alstyne is shown here addressing the Associa- has been raised to support research. The tion’s Regional Collective Bargaining Conference held in Boston, May 9. Ti- Center is currently reviewing proposals for l976 research projects in the following tled, “A Practical Approach to Collective Bargaining in Higher Education." disciplines: anthropology, archeology, as- the Conference is one of a series which the AAUP is sponsoring around the tronomy, biology, botany, cartography, country to provide a forum for the discussion of issues relating to collective bar- conservation, mythology, folklore, geog- gaining in higher education. The Conference allowed faculty members from all raphy, geology, marine sciences, medicine, of the Boston area higher education institutions to meet and exchange meteorology, musicology, ornithology, res- ideas on toration, sociology. For more information collective bargaining with members of the AAUP collective bargaining staff contact Elizabeth E. Caney, Deputy Direc- and other knowledgeable AAUP members. The Conference addressed such is- tor, the Center for Field Research, 68 sues as problems associated with organizing for collective bargaining, the leonard Street, Belmont, Massachusetts AAUP’s approach to collective bargaining, and negotiating a faculty collective 02l 78; 6i7489-3032. bargaining agreement. Another regional collective bargaining conference will be held in Chicago on October 4. Further details will be forthcoming. 12 ACADEMIC VACANCIES Advertising rate for “Academic Vacancies” is thirty cents per word per insertion. Send advertisements (and replies to code-numbered advertisements) to “Academic Vacancies,” AAUP, l Dupont Circle. Washington, D. C. 20036. Academe is published in March. June. October, and December. Deadline for receiving copy for the October issue will be September 5. Notices are not accepted from institutions on the Association’s list of Censured Administrations. Accounting: The University of Scranton is seeking a ment. Stephens College. Columbia. Missouri sortium. This challenging new clinical education faculty member to teach undergraduate and/or 6520i. An Equal Opportunity Employer. efl'ort needs imaginative. enthusiastic persons with graduate accounting courses in its Department of experience in articulation projects allied health Business. While a Ph.D. is desired. persons who Economics: The University ofScranton has an open— curriculum development; accreditation. certifica- have completed most ofthe Ph.D. requirements or ing for a Ph.D. to teach undergraduate and/or tion. and licensure; student scheduling. counseling. those holding the M.B.A. and CPA. are encour- graduate courses in Economics/Statistics. Rank and records; and computer programming to assist aged to apply. Rank and salary are commensurate and salary open. Mail credentials to: Dr. Joseph R. the Director in implementing this innovative feder- with qualifications and experience. Send resume Zandarski. Chairman. Department of Business ally funded project. Professionals applying must to: Dr. Joseph R. Zandarski. Chairman. Depart- and Economics, University ofScranton. Scranton. possess some of the skills listed. Starting salary ment of Business. University of Scranton. Scran- Pennsylvania 18510. An Equal Opportunity Em- Sl6.000-$l8.000. Interested candidates should ton. Pennsylvania 18510. An Equal Opportunity ployer. contact: Dr. A. Duane Addleman. Chairman of Employer. Education: Assistant or Associate Professor of Edu- Personnel Committee. School of Allied Health. Accounting: Assistant/Associate Professor of Ac- cation. Doctorate required with elementary and Ferris State College. Big Rapids. Michigan 49307. counting, for September. 1975. Salary is com- special education teaching experience. proven ini- Phone (616) 796-9971, extension 475. This institu- petitive, with full University benefits. Ph.D. or tiative and scholarship plus convictions compatible tion is an Equal Opportunity/Affirmative Action D.B.A. with experience preferred; finishing stages with the basic philosophy of Wesleyan. The posi- Employer. ofdissertation acceptable as minimum. To teach tion requires teaching and supervision responsi- Hematology: Faculty position with academic ap- nine semester hours. Introductory and Advanced bilities in Special Education of the Mentally Re- pointment of Assistant Professor available in Accounting including Tax Accounting. Send appli- tarded, The Teaching of Reading. and Elementary Medical Laboratory Science Program of College cations to: Dr. Richard Nyerges. Chairman, De- Education. Contact; Dr. Ellis lvey ll. Chairman. of Pharmacy and Allied Health Professions. Ap- partment of Business Administration. The Univer- Department of Education. West Virginia Wes- plicants should hold a doctorate degree and be sity of Michigan-Flint. Flint. Michigan 48503. An leyan College. Buckhannon. West Virginia 26201. ASCP registered or eligible for registration. Clini- Affirmative Action/Equal Opportunity Employer. West Virginia Wesleyan College is a non-discrimi- cal as well as postdoctoral experience desired. The natory Affinnative Action Employer. specialty area is hematology and involves both Afro-American Studies: Director ofCenter for Afro- Finance (Department Chairperson): A position open- teaching and research responsibilities. Persons in- American Studies. Wesleyan University. Tenured ing. commencing fall term. 1975. for an individual terested should send curriculum vitae and names faculty position. Send inquiries and resume to: Mi- at the associate professorship level capable of ad- of three persons whom we may contact for letters chael Brennan. Vice President for Academic Af- ministrative and pedagogical duties. Applications of reference. to: Dr. James J. 60120. Chairman. fairs. Wesleyan University. Middletown. Con- from qualified women and minority persons are Faculty Search Committee. College of Pharmacy necticut 06457. Wesleyan University is an Equal earnestly solicited. Contact: Dr. Chaucer Yang, and Allied Health Professions. Northeastern Uni- Opportunity/Affirmative Action Employer. F713 South Tower. California State University. versity. Boston. Massachusetts 02115. American and New England Studies (Program Direc- Los Angeles. California 90032. Humanities Program (Director): Person of senior tor): Boston University. lnterdisciplinary graduate Finance and Accounting: Assistant Professor. Ph.D. rank desired to formulate and coordinate inter- program drawing upon faculty of several depart- preferred. Business and teaching experience. disciplinary programs on the undergraduate and ments and affiliated with museums. historicalso- Write: The University ofWest Florida. Pensacola. graduate levels in the Humanities (consisting of cieties. and libraries of New England. Faculty apo Florida 32504. An Equal Opportunity Employer. Art. English. Foreign Languages. History. Per- pointment will be to the Department of English. forming Arts and Communication. Philosophy September, 1976. Teaching experience. reputable German: Opening for Assistant Professor of Ger- and Religion). Applicants should have broad- publication. scholarly achievement and promise. man. beginning September I. 1975. Ph.D. required based experience in at least one area ofthe human- and Ph.D. in American Studies or American Liter- (in German literature). Native or near-native flu- ities and a strong commitment to all aspects of ature required. Strong administrative abilities ency in German and English. Language teaching program development. The Director will serve needed to maintain and cultivate contributions of experience required on all levels. Ability to work in both on the College staff with the rank ofassistant various departments. affiliated institutions. foun- small department teaching urban undergraduates dean and in the appropriate discipline with senior dations. and government agencies. Opportunity for in a commuter college. Experience working in lan- rank. Salary is negotiable. Applications are invited curricular innovation. Program currently has par- guage laboratory and preparing materials. Teach- from persons of senior Associate and Professor ticular strength in curatorial. preservationist. and ing load approximately nine hours (three courses). rank. Submit applications to: Dr. Wilson C. art historical areas. Salary and rank negotiable. Appointment for one year. beginning September I. Snipes. Chairman of the Search Committee. De- Interested and qualified individuals should send 1975. and renewable on a yearly basis. Please send partment ofEnglish. Virginia Polytechnic Institute letter and curriculum vitae by October I. 1975. to: applications with curriculum vitae and informa- and State University. Blacksburg. Virginia 24061. William L. Vance. Boston University. Department tion for obtaining letters of recommendation to: VPI&SU is an Equal Opportunity/Affirmative of English. 236 Bay State Road, Boston, Massa- Professor Robert T. Whittaker. Chairman. De- Action Employer. chusetts 02215. All replies will be made in the fall. partment ofGermanic and Slavic Languages. Her- Boston University is an Equal Opportunity/Affir- bert H. Lehman College. Bedford Park Boulevard Journalism: Instructor. Teach practical and theory mative Action Employer. West. Bronx. New York 10468. An Equal Oppor- courses in the fields ofjournalism. mass communi- tunity/Affirrnative Action Employer. cation and public relations. May be advisor to Anthropology: Community College of Philadelphia campus newspaper. advisor to departmental ma- seeks a Visiting Lecturer in Anthropology for a Geography: Physical Geographer. Assistant Profes- jors in the field of journalism. and may be Weber one-year appointment only. commencing in Sep sor. fall. 1975. To teach conservation and in- State College representative for the Utah Press tember. I975. Twelve-hour load per semester. troductory physical geography as well as advanced Association internship program. Must have field teaching introductory courses in physical and cul- courses in meteorology/climatology and geo- experience in journalism. must be able to handle a tural anthropology. Possibility ofteaching at more morphology. Excellent laboratory facilities. A complete program of journalism instruction. and than one campus. Minimum credentials: master's strong commitment to undergraduate teaching is must have a good relationship with students and degree in anthropology in hand. Field experience necessary. Ph.D. required. Salary and rank-step advise them concerning the program. Ph.D. pre- and college teaching experience required. Salary dependent on qualifications. Apply. James W. Til- ferred. Should maintain working relations with the dependent upon qualifications and experience. Ad- ler. Chairman. Department of Geography. Sam college newspaper staff and student media board dress inquiries. applications. and recommenda- Houston State University. Huntsville. Texas and local newspaper companies. Please send tions to: Mrs. Jenny Albany. Head. Department of 77340. Equal Opportunity/Affirmative Action resume to: Weber State College. Personnel Office. Social Sciences. Community College of Phila- Employer. 3750 Harrison Boulevard. Ogden. Utah 84408. An delphia. 34 South llth Street. Philadelphia. Penn- Health Education: Positions available in allied health Equal Opportunity/Affirmative Action Employer. sylvania 19107. An Affirmative Action/Equal Op- clinical education project: (a) Cost Accoutant. portunity Employer. Skilled individual with experience in cost benefit Linguistics: Position available. beginning September. analysis within the Health Service. Candidate 1975. in the Department of Linguistics at North- Business Administration: Stephens College is search- must have ability to relate to and communicate eastern lllinois University. Ph.D. in TESL or re- ing for faculty to teach in areas of marketing. re- clearly with individuals related to colleges. univer- lated field. Previous experience in training ESL tailing. public relations. basic finance or account- sities. and hospitals. Degree in cost accounting teachers and developing courses and programs in ing. Graduate degree required. with doctorate necessary. Starting salary Sl6.(l)0-818.000. (b) Al- this field. A record ofteaching effectiveness as‘well preferred. Send resume to: Dr. Sue S. Coates. lied Health Coordinators. Three coordinators are as research and scholarship is important. Will be Chairperson. Business Administration Depart- being recruited for this allied health education con- required to teach general linguistics courses as 13 well. Send credentials and inquiries to: Don M. access to diverse agencies for student learning op- mensurate with educational preparation. clinical Seigel. Acting Chairman. Department of Linguis- portunities. and facilities. resources. and tech— teaching. and work experience. Opportunities for tics. Northeastern lllinois University. 5500 N. St. niques to support expected behavior of indepen- creative teaching in Maternal—Child. Obstetrics, Louis. Chicago. lllinois 60625. NElU is an Equal dent and collaborative research in a community of Pediatrics. or Psychiatry. Excellent fringe benefits. Opportunity Employer and considers all can- scholars. Needs earned doctorate with master‘s de- For further information. write or call: Dr. Crystal didates without regard to race. creed. color. sex. or gree in clinical nursing. and clinical teaching expe- Lange. Chairman of the Nursing Division. or the national origin. rience. Competitive salary and rank com- Director of Personnel. Delta College. University mensurate with preparation and experience. Center. Michigan 487l0. (Si?) 686-0400. An Management: Assistant/Associate Professor of Contact: Dean Geraldene Felton. 207 Varncr Hall. Equal Opportunity Employer. Management. for September. 1975. Salary is com- Oakland University. Rochester. Michigan 4806]. petitive. with full University benefits. Ph.D. or (Jill) 377c2i92. Oakland University is an Equal D.B.A. with experience preferred: finishing stages Opportunity/Affirmative Action Employer. Psychology: The Learning and Developmental Pro- of dissertation acceptable as minimum. To teach gram. Department of Psychologh University of nine semester hours. Quantitative Management Nursing: University faculty position available June- Pittsburgh. announces an opening for a faculty courses including Production Management. Send July. I975. for person well qualified to teach acute member in the area of developmental psychology applications to: Dr. Richard Nyerges. Chairman. care of infants/children in medical center setting to join a dynamic research-oriented program. Department of Business Administration. The Uni- to senior undergraduate and selected graduate stu- Ph.D.. several years of post-PhD. experience. an versity of Michigan-Flint. Flint. Michigan 48503. dents. Flexible curricula at both levels include both active research program. and recognition in the An Affirmative Action/Equal Opportunity Em~ required and electivenursing courses. and indepen- field are minimum requirements. Rank and salary ployer. dent study. Academic rank and salary com- commensurate with background and experience. Management: The University of Scranton has an mensurate with educational and experience back- Contact: Dr. Alexander W. Siege]. Department of opening for a MD to teach undergraduate and/ ground. Apply to: Dean. Duke University School Psychology. University of Pittsburgh. Pittsburgh. or graduate courses in Management. Rank and of Nursing. Durham. North Carolina 277l0. An Pennsylvania l5260. The University of Pittsburgh salary open. Mail credentials to: Dr. Joseph R. Equal Opportunity Employer. is an Equal Opportunity Employer. Zandurski. Chairman. Department of Business Nursing (Director of Baccalaureate Program): A po- and Economics. University ofScranton. Scranton. sition is available for a faculty person to direct a Sociology: Community College of Philadelphia. One Pennsylvania l85l0. An Equal Opportunity Em- new Baccalaureate Degree Program in Nursing. full~time faculty position; one visiting lectureship ployer. Doctoral preparation with master‘s degree in clini- for two semesters; and a one-semester visiting lec- cal nursing and experience in baccalaureate educa- tureship in Sociology. Teaching introductory and Mental Health: Faculty positions with the Florida tion and administration are required. Academic specialization in one or more of the following Mental Health institute. a new state-wide teach- year appointment. Associate or full professorship areas: Marriage and the Family. Race and Minor- ing. training. and research facility created to im- salary range “7.570 plus $3.0m housing allow- ity Relations. Criminology. Minimum of MA. prove the mental hcalth delivery system. The fac- ance. Send resume airmail to: Chairman. Division with teaching experience. Applicants should have ulty of the Training and Education Section seeks of Nursing. College of the Virgin islands. St. strong commitment to undergraduate teaching. three (3) qualified individuals at the Associate or Thomas. Virgin Islands (1)80]. Rank and salary are dependent upon qualifications full Professor levels to plan. implement. and direct and prior experience. All qualified persons are en- Continuing Education (Director). Degree Belated Nursing (Director. Continuing Education): Immedi- couraged to apply. Position available September. (Director). and Paraprofessinaai (Director) pro- ate opening. New position. NLN accredited pro- i975. Write. Jenny R. Albany. Head. Department grams. Positions require a minimum of five (5) grams. Doctoral degree or near completion. Mas- of Social Sciences. Community College of Phila- years of relevant administrative. teaching. and/or ter's degree in clinical nursing Calendar year delphia. 34 S. llth Street. Philadelphia. Pennsyl- clinical experience in mental health or related appointment. Landogrant institution. An Equal vania l9l07. An Affirmative Action/Equal Oppor- areas and doctorate in behavioral. social. or physi- tunity cal sciences. Salary 320.000 to storm. Please Opportunity Employer. Applications from minor- Employer. send vitae to: Steven G. Goldstein. PhD. Direc- ities and males are solicited. Send resume. V2354 tor. Training und Education Programs. Florida Nursing (Director of Graduate Program): New posi- Sociology: Suffolk University. Boston. Two posi. Mental Health institute. mm North Sloth Street. tion. Community-oriented programs. family done (i) Assistant Professor ofSociology. begin. Tampa. Florida 336l2. An Equal Opportunity health nursing. six clinical specialties. Land-grant ning fall. I975. A.B. or 8.8.. M.S.W.. and Ph.D. Employer. institution with nine colleges. All have graduate required. Teach three courses in Social Welfare programs and substantive research activities. ex- Programs (Child Care and Social Work) and su- Nuraing: Assistant Dean. Baccalaureate Programs. cellent interdisciplinary relationships. Qualifica- pervise field placements for same. Salary open. (2) NLN accredited school; 0.8.. MS. programs. tions include doctoral degree. master's degree in Assistant Professor of Sociology. Ph.D. with high Minimal qualifications: doctorate with graduate nursing or master‘s degree in public health with interest and demonstrated effectiveness in teaching preparation in clinical nursing. Experiencein ad nursing major. teaching experience in graduate and advising undergraduates. Teach four under- ministration and curriculum design. Salary nego- ro'gram‘. Competitive salary. Responsible to graduate courses (three preparations) in general tiable with education and experience. Contact: Ms. n. College of Nursing. Send curriculum vitae sociology areas including Research Methods. Jean iiutten. indiana University School of Nurs- to: Faculty Search Committee. College or Nurs- Medical Sociology. Community Organization and ing. ”00 W. Michigan Street. indianapolis. in- ing. Clemson University. Clemson. South Caro- Mental Health. Deviancy. others. Salary open. diana 46202. Phone (3!?) 264-4489 or 264-4585. line 2063]. An Equal Opportunity Employer. Write to: Dr. D. Donald Fiorillo. Chairman. Soci- An Equal Opportunity Employer. ' ology Department. Suffolk University. 4| Temple Nursing Faculty: Challenging opportunity to func- Street. Boston. Massachusetts MI l4. S.U. is an Nursing: Challenging undergraduate and graduate tion creatively in large, accredited baccalaureate Equal Opportunity Employer. programs are in need of faculty memhe also in- and graduate degree programs. Nurse faculty in- volved in clinical practice to teach care ofchildren . vehement with other professionals in a large medi~ in ambulatory health care settings. both urban and cal center. New School of Nursing building. Teacher Education: Assistant Professor. for 1975.76. rural. to senior undergraduate and selected gradu' . equipped with latest teaching aids in a learning re- (Appointment step will be based on the applicant‘s are students. Flexible curricula at both levels in- source center. Faculty appointments available in experience and preparation.) The Teacher Prepa- clude required and elective nursingcourses. and low all clinical areas. Master's preparation required. ration Center at California State Polytechnic Uni- dependent study. interdisciplinary faculty doctoral preferred. Contact: Dean. School of versity. Pomona has a career position open in pre- appointment available. Applyto: Dean. Duke Unir Nursing. University of Alabama in Birmingham. servicc and in-service Teacher Education. The per— versiiy School of Nursing. Durham. North Caro- University Station. Birmingham. Alabama 35294. son will serve as student teacher supervisor and in- lina 277l0. An Equal Opportunityiimnloyer. A|n Equal Opportunity/Affirmative Action Em. structor in curriculum. procedures and materials in P 919'- a multiplevsubjects (elementary) program. Re- Nursing: New graduate program in academic media quirements Three to five years experience as a cal center offering a clinical focus with post mas. Nm snob; New positions. NLN accredited public school teacher in a self-contained claw tors/administrative optionsis in need et‘ieshild n‘r rains. M imam qualification master‘s degree room; teaching experience in a multi-culturai situ' mental health specialist with teaching coins " ”:finical nursing. Appointment available in com- ation; service as a master teacher for student potencies. Development of undergraduate elective ' intuit! health.” autonomic. mdiculvsurgical. and teachers; an earned master's degree and advanced courses focusing on child “ultimat- stout ' psychiatric-mental health nursing. Excellent salary candidacy in an accredited doctoral program. health also desired. Variety a clinical pm:literal!i. _ ‘and. __ nnal policies. Contact: Deon. College of Must be available fall. l975. Preferencec Earned tings available for students and install .inclutiing ' new?Clemson University. Clemson. South doctorate with additional emphasis in reading. interdisciplinary appointment torilis titer. gori- Carolina 2963i. An Equal Qppurtunity Employer. early chilth education. or bilingual/eross-cul- that available immediately. Apply to: Dean. like idglicstions from minorities and males are solic. tural education and bilingual competence in Span- University School of Nursing. Durham. North ‘ . . ish- Interested persons should contact: Alvin ii. Carolina 277l0. An Equal annunilv‘fimployar. Thompson. Director of the Teacher Preparation Nil . Fae-try: Obstetrics. Pediatrics. or Psychia- Center. California State Polytechnic University. Nursing: Senior. nursing faculty appointments open try. ‘ mmediatsly.fin progressive NLN-accredited Pomona. 3801 West Temple Avenue. Pomona. for leadership positions in new autonomous bee. associate degree nursing program. Master’s degree California 9l768. (7M) 598-4753. The University calaureate program with a research component. in nursing required. Competitive salaries com- is an Equal Opportunity (M/F) Employer. it