The Relative Earnings of Contingent Faculty in Higher Education

Part-time and full-time non-tenure-track faculty currently represent almost half of all faculty in U.S. higher education, yet little is known about their earnings relative to traditional tenure-track faculty. I find that full-time non-tenure-track faculty earn approximately 26% less per hour from their academic institution and 18% less in total earnings from all sources per hour than comparable tenure-track assistant professors. Part-time non-tenure-track faculty earn 64% less per hour from their institution, but only 1% less in total earnings per hour, than tenure-track assistant professors.

民办高校教师素质现状与发展对策--以浙江树人大学为例

百年大计,教育为本;教育大计,教师为本,提高教师素质是教育事业发展永恒的主题.本文基于对现代教育理论的理解,基于对浙江树人大学这所在中国改革开放之初应运而生并具有代表意义的民办高校的实际调查和分析,着重研究了民办高校教师素质现状和存在问题,并从国家、学校和教师个人等方面提出了提升民办高校教师素质、推进民办高校可持续发展的对策.     

高校内部管理机构设置现状分析——以国内20所部属高校为例

文章在调查国内20所教育部属高校内部机构设置的基础上,分析了目前高校内部管理机构设置现状及问题。研究表明,目前我国高校管理机构数量远远高于院系数量,院系数量越多,相应管理机构也更多,表现出教学科研机构依赖于管理机构,这体现了目前高校重"非生产"轻"生产",重行政轻学术。管理机构数量与校领导数、专任教师数与教职工数并不存在相关性,表明目前校领导的配置欠缺统一的标准,且当前高校管理机构的设置取向并不是以服务学校职工、教师为主,管理机构的设置缺乏一定的科学性和合理性。     

Green,Yellow, Red: Implementing a New Workflow for Collection Management at College of Charleston Libraries

Abstract

This article summarizes the North Carolina Serials Conference presentation “Green, Yellow, Red: Implementing a New Workflow for Collection Management at College of Charleston Libraries,” a case study evaluating a new workflow created by the Collection and Content Services Department at the College of Charleston Libraries to streamline the renewals process after significant departmental and staff changes. The librarians involved in creating the workflow found that they could not only use it to organize their renewals processes, but also to open communication with faculty regarding underutilized resources.     

树立"导创"观念提高"导创"素质

大学是培养造就高素质创造性人才的摇篮,当前,提高大学教师的“导创”能力是摆在我们面前的新课题。     

Teaching Up: The Intersection of Impression Management and Controlling Images for Black,Cisgender, Women Faculty

This is a qualitative study of Black cisgender women's faculty experiences using an interactionist framework. Relying on in-depth interviews, we explore the experiences of eight Black, cisgender, women, sociology faculty across the United States in various tenure and non-tenure roles at different institutions (community college, teaching college, and research universities). Participants engaged in a variety of impression management techniques to overcome implicit biases and controlling images that shaped their students', and their colleagues', perceptions. While women in our study had agency, they were limited in the ways they could present themselves, a phenomenon Deil-Amen and Tevis describe as circumscribed agency. Once women in our study had achieved seniority they were able to express themselves in culturally authentic ways. Theoretically, this study shows how interpretive sociology can overcome its theoretical limitations in dealing with race, and shows that the interactionist perspective is actually well suited towards discussing this matters in a meaningful way. We conclude by advocating for greater awareness surrounding the lived experience of Black, women faculty, especially by those who mentor and evaluate them.     

教代会参与公立高校教师师德失范处理程序机制的完善路径

加强师德师风建设是党中央高度关注的工作。师德失范处理有助于守牢师德师风底线,增加高校的管理权力,广泛影响着教师权利,具有行政性特征,应当适用正当程序。基于正当程序要素和教代会功能,公立高校教代会在师德失范处理正当程序中理应发挥重要作用、承担应然角色。通过考察,教师权利保障中教代会发挥的作用仍存在提升的空间,程序文本的制定与审议、回避和听证等程序缺乏教代会的参与。从教代会应源头参与的程序上考量师德失范的处理机制,制定师德失范处理办法,参与提升师德失范处理的效率,成立以教代会工作机构为主体的第三方机构,完善教代会参与师德失范处理正当程序的路径,将有助于高校教师师德失范处理程序机制的完善。