General Issues Relating to the Status of Part-Time Faculty

  1. Economic Path to Parity:  Part-time faculty parity will be achieved by increasing the per course pay to an equivalent per course amount for full-time teaching faculty.  Parity will be further gained by moving away from piecework or per course pay and converting adjuncts who teach regularly into salaried employees on a pro rata basis, the percentage of part-time faculty and a clear path to full-time being determined contractually.2.      Academic Freedom: We will strive to see changes that help part-time faculty get closer to Kent State’s stated mission of transforming “lives and communities through the power of discovery, learning and creative expression.”  And as Kent’s faculty description states, we do more than teach.  We “share, provoke, collaborate and participate (and) inspire learning, turning students into independent thinkers — and, more importantly, into doers.”  We “help students put excellence into action in everything they do.”  In this, we are no different than our full-time staff and deserve to have our diverse methodologies expand the experience of students and prepare them for an ever-changing world.3.      Creating one faculty:  Part-time faculty are an integral part of the larger Kent State community and we deserve improved worked conditions, more pedagogical opportunities, and professional development support, all determined by recognition and fair negotiation with us as a union.  We are committed to Kent State, and we call Kent State to commit to supporting our professional development. And although different bargaining units, unity of faculty should be sought always.

    4.      Seniority:  Part-time faculty who commit year after year to serve the students and the university deserve seniority to translate into security.  Courses should be offered, not by the whim of the department head, but by recognition of a seniority based list, a negotiated determined number of probationary years of seniority resulting in movement into ranks of full-time employment. Understandably, we recognize that a small, negotiated percentage of part-time faculty—those from the private and public sector seeking to share their experience and knowledge by teaching part-time—should be open to employment solely for the benefit of the students.

    5.      Professional Development:  To further our chances of promotion to the full-time ranks, part-time faculty need not only the opportunity to enhance their vitas through full participation in professional development programs, they need that development to be respected and considered in the hiring process.

Bread and Butter Issues Built around Economic Fairness

Equal pay for equal work

Yearly cost of living raises

Extra pay for developing curriculum

Consistent pay from department to department

A path to full-time positions


Equal access to contract renewals after probationary period

Access to University’s health insurance plan

Free parking

Deep discount on use of Fitness facilities

Longer window for tuition remission (once earned, stays earned)

Positions on Faculty Senate, ratio determined by percentage of teaching population

Guaranteed and not overcrowded office space

Better orientation from HR department when hired and yearly to inform of changes

Departmental meeting involvement

Standard put in place to determine class assignment (based on seniority)

Percentage to be determined that guarantees a stated number of classes for next term

Access to Professional Development

Receive a part-time faculty handbook outlining our employment.