Tenure — What is It? « phd monkey

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Tenure — What is It?

Dennis G. Jerz
April 19, 2000

Jertz, D. G. (2000). Tenure - What is it?. Seton Hill University. Retrieved from http://jerz.setonhill.edu/resources/FAQ/tenure.htm

Tenure -- What is It?

Tenure is a professor's permanent job contract, granted after a probationary period of six or seven years. A faculty member in such a probationary position is said to be in a "tenure-track appointment."

At most smaller colleges, a faculty member's eligibility for tenure is determined by first by teaching ability, second by publication record (academic or creative, depending on what the candidate was hired to teach), and third by a combination of departmental service (participation in various faculty committees) and student advising.

At larger universities, research is often considered as important as, or even more important than, teaching.

Most college teachers have earned or are about to earn their Ph.D. (Doctor of Philosophy) degrees -- the result of many years of hard (and expensive) study. The culmination of a Ph.D. program is the dissertation -- a book-length original study. Some of your college teachers may be ABD's, having completed "All But the Dissertation". At larger schools, the lower-level undergraduate courses are taught by graduate students (that is, students who are working their way towards their Ph.D.)

Many Ph.D. holders don't find tenure-track jobs until they are in their mid-thirties, after 10 or more years of racking up full-time college bills. These people won't be eligible for tenure until they are past 40. By that time, their college classmates who went to work right after graduation could have amassed 20 years of pay raises and retirement savings.

I only received my Ph.D. at age 33, and my wife is still working on hers. Although we have two kids now, we all live like students -- our living room couch is a futon and we eat from a card table. I don't really mind, because I love what I do; and I look forward to the possibility of tenure as compensation for many lean years.

Nevertheless, several good arguments can be made against tenure.

First, some large research universities deliberately hire more tenure-track professors than they can possibly keep. At one point, one English department had ten people competing for two slots. Students suffer when professors mistrust their colleagues. Working in such environments can't be pleasant for very long. Fortunately, there is no such competition in my department.

Second, while a tenured professor can be fired for incompetence or gross misconduct, universities occasionally feel it is better just to wait for troublemakers to retire. Why? Because lawyers are always happy to sue on behalf of a fired professor. If a cost-conscious university could fire every professor who seems to be going through a slump (perhaps because he is working on one long book instead of producing several short articles a year, or perhaps because she is teaching a course on an unfamiliar subject, so that the quality of her lectures drops), then political in-fighting and personal vendettas could overshadow the long-term educational needs of students (who are largely unaware of what may be going on in the professional lives of their instructors).

A third argument against tenure is that it is not even a possibility for many college instructors. Because a university cannot lay off its tenured faculty members during periods of low enrollment, departments need a pool of expendable workers, so that they can add or cancel classes as enrollment fluctuates. The salaries of these part-time workers are lower than more experienced faculty members, so when budgets are tight, department chairs feel pressure to hire several part-time instructors instead of one tenure-track prof. Many of these instructors are happy to be given the chance to teach at all. Unfortunately, since their contracts do not include the possibility of tenure, there is no mechanism to reward them for their long-term contributions.

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