By Kristie Iwamoto, CPFA Northern Regional Representative
Part-time parity…raising the cap…it seems like every organization and union in California has their own idea about what will make part-time faculty “more equal” to full-time faculty. Legislatively, these movements have been stopped, some by the Governor himself. Now, all of these organizations have started exploring the idea of moving away from or even eliminating the multi-tiered system. But what does it mean to be “One-Tier”?
While each organization (CFT, CCA, FACCC, CPFA) seems to have a slightly shared vision of what a One-Tier system would look like when implemented, there are those who have voiced opposition to the idea. The devil, of course, is always in the details. So what are some of the arguments against One-Tier and possible solutions?
One Hiring and Evaluation Process
One of the biggest arguments against One-Tier is that part-time and full-time faculty were hired under different hiring/vetting processes, and that they are evaluated under different criteria. Perpetuating this process also perpetuates that argument. An essential piece of achieving one hiring process is a change to Ed Code section 87482.5, which states that “…a person who is employed to teach adult or community college classes for not more than 67 percent of the hours per week considered a full-time assignment for regular employees having comparable duties shall be classified as a temporary employee, and shall not become a contract employee…” If we can remove this, and if part-time and full-time faculty can be hired and evaluated under the same criteria, we can make the argument that a part-time faculty member should be able to move into a full-time position, should one become available, based on seniority and without a completely separate hiring process.
One Principle of Due Process
When discussing One-Tier, one of the most frequently asked questions from full-time faculty is “What about tenure?” There are fears that implementation of a One-Tier system would weaken or even destroy tenure for all faculty. But what is tenure for full-time faculty in the California Community Colleges? Tenure means that if districts want to discipline full-timers, the employees are guaranteed due process. But why don’t part-time faculty get due process? The answer again lies in Ed Code, specifically section 87665:
The governing board may terminate the employment of a temporary employee at its discretion at the end of a day or week, whichever is appropriate. The decision to terminate the employment is not subject to judicial review except as to the time of termination.
Due process for all can only be achieved in the removal of this section. One-Tier can only be achieved if we have due process for all. Removing this should be one of the main goals of One-Tier based legislation.
One Salary Schedule
This is understandably going to be one of the more difficult parts of the One-Tier vision to accomplish, but it is essential. It is difficult because, like the parity bills that came before it, this involves more money from the state and from our districts. But two salary schedules for the same job is the very definition of inequality and exploitation. A push to increase per-student funding to more closely align with the funding given to the K-12, CSU, and UC systems, which is currently 35-68% less, is sorely needed. Without a change here, there can be no One-Tier.
One Faculty
The argument against the above two points is that part-time and full-time faculty do NOT do the same job. The latter serve on committees, go to meetings, and serve their senates, departments, and unions in a way that is more involved and invested than the former, who are paid to “teach and then go home.” This argument justifies the divide. However, many colleges have made space for their part-time faculty to serve more prominently in these areas, either paid or unpaid (they should all be paid). If this can be implemented statewide, the result would be a shared workload and more voices. This will also be a benefit to full-time faculty, who are often overworked and bogged down with multiple committee assignments. More hands make a lighter load.
The truth is, some of these goals can be accomplished without legislation, which has proven to fail when it comes to fiscal commitment from the state to support equality. However, the burden of action then falls upon our locals. Many of these items can be bargained locally. Strides in any of these areas would get us closer to this One-Tier vision. But while the leaders of these statewide unions and organizations seem to be on board, at least in philosophy, will the full-time local leaders follow suit? This is the question. If this vision is going to become a reality, we all have to believe in the principles of a One-Tier system. We are all faculty and we are all equal. This is not just about fixing the system. This is reimagining the system. We really do have to see ourselves as one faculty – a unified faculty.
The first step should be for the task forces and leadership of the respective statewide organizations to come together, organize, bargain, and lobby around this issue. If this can happen, One-Tier may finally be the movement that unites us, part-time and full-time, unions and organizations, in a shared vision of equality.
About the Author
Kristie Iwamoto has been teaching English full-time at Napa Valley College since 2012. She is currently President of the Napa Valley College Faculty Association and serves as CPFA’s Northern California Regional Representative.