(1988). Collective Bargaining Agreement between Montgomery County Community College and Montgomery County Community College Faculty, Pennsylvania Federation of Teachers, AFT/AFL-CIO, 1988-1991. This bargaining agreement outlines the terms of employment for all full-time faculty, counselors, librarians, and teaching faculty currently classified as coordinators. The 28 articles in the agreement set forth provisions related to: (1) recognition of the union as exclusive bargaining agent; (2) agreement to meet and discuss; (3) grievance/arbitration procedures; (4) union membership dues; (5) no discrimination; (6) affirmative action; (7) management rights; (8) union rights; (9) union activity; (10) academic freedom; (11) strikes and lockouts; (12) personnel files; (13) faculty responsibilities; (14) workload; (15) promotions; (16) retrenchment; (17) procedures for nonrenewal and removal of non-tenured faculty; (18) attainment of tenure; (19) leaves of absence; (20) procedures for the dismissal of tenured and nontenured faculty; (21) salary; (22) additional compensation; (23) fringe benefits; (24) safety and health; (25) general provisions; (26) salary payment; (27) completeness…
(1983). On Campus with Women, Volume 12, No. 3, Winter 1983. On Campus with Women, v12 n3 Win. Developments in education, employment, and the courts concerning the status of women are covered in this newsletter issue. Topics include the following: a 1972-1980 study which found that women faculty may not be advancing at the same pace as male faculty members; approval of actions to enhance affirmative action by the Board of Regents of the State University System of Florida; a Boston University study of graduates that showed women earning less than men for all degree levels and fields; an article on what happens to sex discrimination lawsuits; bibliographies on sexual harassment and women and part-time work; a sex-neutral retirement plan; the issue of sex-segregated annuity plans; sexual harassment defense insurance; a publication about women's studies in Wisconsin; a workshop guide for re-entry women and displaced homemakers; a study finding that black women hold few leadership positions in American higher education; papers on minority women's identity, developments in other…
(1989). Against the Odds: Recruiting Minority Faculty and Staff. ORE Publication No. 88.14. The purpose of this paper is to describe the progress that Austin (Texas) Independent School District (AISD) has made in its affirmative action plan, and to outline the difficulties currently being faced in the recruitment of minorities in Texas and nationally. The status of the AISD is described, followed by statistics on the teacher supply in Texas as well as the nation. Nationally, many incentives to attract minorities and others into teaching have been proposed. Scholarships, fellowships, forgivable loans, and a "GI Bill" or "ROTC" approach to attracting blacks and Hispanics into teacher training programs are some examples. On a smaller scale, AISD has implemented minority recruitment and retention programs. Appended are 13 references and statistical figures on AISD status (1987), AISD new hiring (1987), teacher ethnicity, administrator ethnicity, age of AISD professionals, age of AISD administrators, attrition of AISD professionals, attrition of AISD… [PDF]
(1979). Thirteenth Annual Rank-Order Distribution of Administrative Salaries Paid 1979-1980. Administrative salaries from a representative group of public doctorate-granting institutions are reported, including data from 128 universities in 49 states and 24 university systems in 20 states. The report is comprised of rank-order distribution tables for l2-month salaries in three categories: (1) by administrative title (president/chancellor, academic officers, business officers, student affairs officers, administrative officers, public relations/development, research officers, deans, legal counsel, registrar, director of libraries, director of computer services, director of personnel, director of agricultural extension, affirmative action officer) in individual institutions (i.e., not university systems); (2) by equal employment opportunity regions (Atlanta, Chicago, Dallas, Denver, Kansas City, New York and Boston, Philadelphia, San Francisco, and Seattle) in individual institutions; and (3) within university systems. Among the average salaries tabulated are $56,814 for…
(1978). Women in Psychology in the United States. Possible changes in the involvement of women in psychology in recent years were investigated. The number and distribution of women in psychology was considered, and their participatory activities in the American Psychological Association (APA) were examined. Employment and salaries were investigated, as were the barriers to obtaining a doctoral degree. The results show that the situation for women in psychology may be in a period of transition. There are greater numbers of women in graduate school, more recent female Ph.D.'s, and in both cases, a higher percentage of women than in the past. Affirmative action and the availability of employment has served to block obvious discrimination in new hiring. More women are involved in the governance of the APA. However, the data still indicate that the longer women are employed the greater is their disadvantage. Many recently hired women have not received tenure. It is concluded that attempts to reduce existing discrimination, especially in… [PDF]
(1979). Women and Their Preparation for Professional and Managerial Careers. Information Series No. 168. This report presents issues which have been identified as affecting the preparation of women for professional and managerial careers. Issues examined in the first section, counseling, are educational and psychological skills; assessment of skills, abilities, opportunities, and realities; specialization for professional positions; assessment of bias and discrimination, costs versus benefits, and upward mobility; and using role models, linkages, networks, "old girl" systems, and mentors. Areas covered in the next section, educational programs, include management training, general college programs, methodology, financing education for and by women; government program, and professional organizations. Issues discussed in the third section, support systems, are information center, child care, financial aids, placement centers, flexible time, and equal employment opportunitiy/affirmative action. Finally, a list of recommendations for future action aiding working women is… [PDF]
(1984). Agreement between University of Cincinnati and AAUP, University of Cincinnati Chapter, September 1, 1984 to August 31, 1986. The collective bargaining agreement between the University of Cincinnati and the University of Cincinnati chapter (1,750 members) of the American Association of University Professors (AAUP) covering the period September 1, 1984 to August 31, 1986 is presented. Items covered in the agreement include: recognition and description of the bargaining unit; academic freedom; nondiscrimination; affirmative action plans; faculty and librarian appointments; academic safeguards and responsibility; academic department heads; compensation; increases for part-time and geographic full-time faculty members; minimum salaries; overloads and extra compensation; medical and dental insurance; health maintenance plans; life and disability insurance; retirement programs; academic leave; study and research leave for librarians; special duty assignments; other leaves of absence; released time; sick leave; professional travel; grievance procedure; college governance; retrenchment under conditions of…
(1989). Policy Statements of the American Association of Community and Junior Colleges. The policy statements presented in this collection were adopted by the American Association of Community and Junior Colleges (AACJC) between 1973 and 1987. The statements cover the following issues: (1) accreditation of associate degree granting institutions; (2) specialized programmatic accreditation; (3) access to education; (4) affirmative action; (5) the associate degree; (6) the associate degree in nursing; (7) the associate in applied science degree; (8) community education; (9) developmental education programs; (10) educational business activities of community, technical, and junior colleges; (11) the importance of humanities instruction at community colleges; (12) intercollegiate athletics; (13) international and intercultural education; (14) the American Medical Association's proposal on registered care technicians; and (15) student assessment. All position statements and resolutions adopted by the AACJC subsequent to the adoption of the original policy statements are… [PDF]
(1982). Academic Women and Employment Discrimination: A Critical Annotated Bibliography. Cornell Industrial and Labor Relations Bibliography Series Number 16. This annotated bibliography includes 179 citations of journal articles, books, organizational and research reports, papers, conference proceedings, and newspaper articles on sex discrimination in higher education and efforts to eliminate discrimination. Most of the materials have been published after 1970. An introduction to the bibliography provides an overview of the status of women professionals and students in academic institutions, and the changes in status that policy and litigation are helping to bring about. A statistical table presents information on the proportions of women students and faculty in selected American universities/colleges, and a second table provides summaries of court cases concerning discrimination against women professionals in academic institutions. Among the sex discrimination issues that the annotated bibliographic citations cover are tenure; institutional policy; Federal policy and legislation; court litigation; academic freedom; affirmative action;…
(1983). Affirmative Social Action and the Use of Power in Clinical Counseling. Counseling and Values, v27 n2 p66-73 Jan. A proactive human rights posture in clinical practice connotes a unique value commitment and broad social perspective in which professional influence directs, challenges, and stimulates clientele. Clinical practitioners must examine their values and question allegiance and conformity to human rights standards and social action responsibilities of professional organizations. (PAS)…
(1988). Women in Academe. Progress and Prospects. The role of women in higher education during the past two decades is assessed, and dramatic changes are noted. Information for this collaborative work comes from a 4-year study by the Task Force on Women in Higher Education. Five sections have the following titles and subject matter: (1) \Introduction\ (historical background and overview discussing 19th century beginnings, World War II and its aftermath, and the drive for equity); (2) \Women as Students\ (the college experience, minority women, re-entry women, women's centers, women's colleges, and women's studies and curricular change); (3) \Women as Faculty Members and Scholars\ (affirmative action, nontraditional fields for women, transitional and traditional fields for women, faculty women: preparation, participation, and progress, women's groups in professional associations, and research centers); (4) \Women in Administration and Governance\ (women in educational administration and women as trustees); and (5) \Summary and…
(1986). Excellence and Accountability. Report of the Governor's Task Force on Higher Education Reform. A task force report recommends ways to promote educational reform in higher education in New Mexico. Forty recommendations address the following areas: institutional missions, academic excellence and accountability, community colleges, student financial aid, affirmative action, economic development, capital outlay, and funding issues. Specific considerations include: statewide planning, outcomes of college programs, program review and approval, admission standards and access, remedial education, community college students and programs, community college governance and articulation issues, federal and state student financial aid, percentage of degrees earned by different ethnic groups, student and employee ethnicity, business and personnel training needs, enhancement of high demand degrees, enhancement of high quality research, industrial parks and centers for technical excellence, capital outlay funding sources, capital outlay responsibilities, formula funding issues, student…
(1988). Especially for Women. Programs and Services Offered by School Boards. This report describes programs and services school boards offer to women employees or women in the community. A special focus is innovative, nontraditional courses and services. The first section discusses offerings for school board staff. An overview of affirmative action/employment equity programs addresses their objectives and describes programs in place in various cities and regions of Canada. Next, focus shifts to the professional development activities aimed at informing, encouraging, and supporting women employees to apply for positions of added responsibility. Programs that address these topics are discussed: leadership potential, interview skills, sex equity, feminism awareness, attitudes, sex stereotypes and sex fairness. The second section considers programs for women in the community. Programs that address five areas of concern are described: changing attitudes; striving to better oneself; courses for teenage and older mothers and child care and parenting programs;… [PDF]
(1980). Issues in Planning for the Eighties. A review of issues in California postsecondary education in the 1980's begins with an overview: what postsecondary education is, who it serves, how it is funded, state priority goals, and identifying important policy questions in the near future. The coming environment for postsecondary education is analyzed according to population trends, college participation rates, costs of energy, the overall economy, and public opinion of education. A section on California's students looks at student needs and goals, and postsecondary education's obligations to them. Statistical tables present considerable data in this and the preceding section. Faculty issues are discussed: collective bargaining, faculty affirmative action, part-time faculty, and faculty mobility, development, and retirement. Statewide planning is viewed both at the state and segmental levels. Essential elements in the planning process are outlined, including the following: strong executive leadership and commitment,… [PDF]
(1999). Priming the Pump: Strategies for Increasing the Achievement of Underrepresented Minority Undergraduates. College Entrance Examination Board Commissioned by the College Board's National Task Force on Minority High Achievement, this report describes higher education programs and strategies that have the capacity to help many more minority students distinguish themselves academically on the undergraduate level. Chapters included in this report are: (1) Introduction; (2) The Challenge; (3) Academic Interventions for Minority Students in an Era of Waning Affirmative Action; (4) Programs That Strive to Increase Minority Achievement in Higher Education; (5) Confronting the Overprediction Problem and Stimulating High Achievement; and (6) Conclusions and Recommendations. A bibliography is included. The following are appended: (1) List of institutions, agencies, and organizations around the country from which nominees for possible programs concerned with promoting minority high achievement were sought; (2) List of considered, but eliminated, programs; and (3) List of programs serving as exemplars of the vast array of efforts being… [PDF]