Representation & Community
How Are Teaching Faculty Represented at UW?
Teaching faculty are the fastest growing faculty cohort on campus and make up around 20% of faculty members. Unfortunately, these numbers do not always translate to decision-making power.
We have:
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One seat reserved on the Faculty Association Board (out of 12)
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No guaranteed seats on Faculty Association Executive Committee
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No guaranteed seats at the Faculty Relations Committee
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No guaranteed appointment to Policy Drafting Committees
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No guaranteed appointment to salary or other negotiation teams
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No guaranteed seats on Senate
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No guaranteed seats at the Board of Governors
Working Toward Teaching Faculty Representation
We are concerned with the representation of Lecturers on various committees and governing bodies that have a say in determining our working conditions.
Policy 76/77 Process
Representation
Many Lecturers are concerned about the representation of Lecturers in the Policy 76/77 decision-making process. The current policy revision is exclusively concerned with the terms and working conditions of Lecturers, yet there is a noticeable lack of Lecturer involvement in the policy revision process: the Faculty Relations Committee (FRC) currently counts only one or two Lecturers among its ten members and the previous Policy 76 Development Committees (PDCs) included only one Lecturer. We believe that Lecturer working conditions should be discussed and decided on with Lecturers directly at the table.
At the December 8th, 2021 General Meeting, the following motion was passed by the membership:
Motion: With full confidence in the existing FAUW members on the Faculty Relations Committee (FRC), we endorse the President appointing the Board Director representing Lecturers (who is also the Chair of the Lecturers Committee) to the FRC during the negotiations of Policy 76 & 77 which impacts the livelihoods and employment conditions of Lecturers.
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Unfortunately, this motion continues to be unfulfilled
Faculty Association
Representation
Lecturers form almost 20% of faculty at UW. Although we are the fastest growing cohort of faculty on campus and play an important role on campus, we still remain a minority.
This is also true within the Faculty Association where Lecturers form the minority on its Board. The Lecturers Committee is comprised of all Lecturers, but has an ex-officio role and does not have a vote on Board decisions. Previously, there has only been one Lecturer representation on the Faculty Relations Committee (FRC).
We are concerned that Lecturers can potentially be outvoted on issues that pertain only to our working conditions (e.g., Policy 76/77 revisions for Teaching Stream Faculty) and having a voice in such matters.
University Governance
Representation
Lecturer representation in University governance and committees have been limited. Lecturers do not have guaranteed seats on Senate, Board of Governors, etc.
In policy, Lecturers are currently precluded from serving on Tenure & Promotion Committees (DTPCs and FTPCs) and Department Advisory Committee on Appointments (DACAs) even though these committees have a role in our promotion and hiring processes. There have been reported instances where Lecturers have been precluded from voting on Dean nominations (e.g., Faculty of Arts).
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Since Lecturers are a minority group of faculty and most University governance bodies and committees select members via a voting process of all faculty members, Lecturers are naturally at a disadvantage from winning elected seats and having a voice in such forums.
University Comparators & Environmental Scans
Comparison of teaching stream ranks across Ontario universities with such a stream. Data is from 2021 and comes from OCUFA.
University | Salary relative to tenured prof | Salary relative to assistant prof | Sabbaticals | Tenure/permanence and promotion |
|---|---|---|---|---|
Carleton | From 50% | From 80% | Same sabbatical leave provisions as regular faculty | No tenure. Promotion from Instructor I to II automatic in 3rd year of service in rank, promotion from II to III automatic in 4th year of service in rank |
Guelph | Same as regular faculty | Same as regular faculty | Same sabbatical leave provisions as regular faculty | Same tenure and promotion timelines as for regular faculty |
Lakehead | Same as regular faculty | Same as regular faculty | Same sabbatical leave provisions as regular faculty | Same tenure and promotion timelines as for regular faculty |
Laurier | Floors are same as regular faculty | Floors are same as regular faculty | Same sabbatical leave provisions as regular faculty | Same tenure and promotion timelines as for regular faculty |
McMaster | Unknown | Unknown | After 6 full years service and with permanence, 4-month, one term leave at 100% salary; after first sabbatical, can apply for another one-term leave at 90% salary | No tenure. Consideration for permanency on same timelines as regular faculty tenure process; promotion not automatic with permanency. |
Trent | Unknown | Same as regular faculty | 6 months paid leave after every 5 years of service as Senior Lecturer | 4+2 year probationary period, with consideration for permanency in 5th year |
UOIT | 81% of regular faculty floor | 81% of regular faculty floor | Senior Lecturers may apply for professional development leave. The decision and terms for such a leave are determined by the Dean. | No tenure. Probationary appointment of 3 years; considered for Continuing Appointment in penultimate year of probation. Promotion to Senior Teaching Professor occurs 5 years as an associate teaching professor, 10 years as a full-time faculty member, and at least 3 years as a UOIT faculty member. |
University of Ottawa | 51% to 75% of salary | 70% to 103% of salary | Same sabbatical leave provisions as regular faculty | Same tenure and promotion timelines as for regular faculty |
University of Toronto | Unknown | Unknown | Same sabbatical leave provisions as regular faculty | No tenure. Initial 4 year probation, with 2 year renewal period. |
University of Waterloo | 48% of salary | 78% of salary | No sabbatical leave | No tenure. No clear path to promotion. |
York | 87% of regular faculty floor | 89% of regular faculty floor | Same sabbatical leave provisions as regular faculty | Same tenure and promotion timelines as for regular faculty |