Thursday, March 16, 19°12

THE MICHIGAN DAILY

Page f-we

Thursday, March 16, 1 9 7 2 THE MICHIGAN DAILY Page hve


Report of the Committee on PAIDSUPPLEMENT

Rights

and

Responsibilities

of

Faculty

Members

*

*

*

*

*

Resume of Report and Recommeni

In February of 1971 The Uni- administration, the policies can- House Appropriations Committee
versity of Michigan Senate As- tained therein would be embodied to final passage of the appropria-
sembly appointed a Committee on in specific faculty - administra- tion bills. Through SACUA, ef-
the Rights and Responsibilities of tion recommendations to ' the forts could be made to enable the
Faculty Members, 1971; and asked Board of Regents, together with administration to utilize faculty
it "to report on the present and any reactions or suggestions that members and faculty-related in-
future;nature of faculty organiza- may issue from Senate Assembly, formation for this purpose. On
tions, chiefly, in relation to the fol- (d) After trying to seek agree- occasion CESF members may be
lowing questions: ment with administration offic- appropriately involved in this way
"1. whether University of Mich- ials, the committee should have at the state level It does not seem
igan faculty government, in the right of consulting on these wise, however, for the CESF to be
its present, or in a revised matters directly with the Board of directly involved in lobbying as a
form, can more decisively af- Regents. general practice, though the ad-
fect University of Michigan (e) In the event that agreement ministration may be greatly helped
financial and organizational is not reached, the committee shall in its work with the legislature to
policies, and, then report to Senate Assembly be able to draw from positions
"2. whether an even more effec- the areas of disagreement and the taken by CESF or from agree-
tive participation in govern- respective positions thereto. mnents reached between CESF and
ance and support plans, (f) The Senate Assembly would the administration.J
might be attained through then have a number of options, 4. In A.2.b After "appointing"
the formation of a unit af- including but not limited to (1) add "a full-time faculty chairman
filiated with a state or na- accepting the report of the com- and." Also add: CESF shall re-
tional organization, and, mittee without comment, (2) in- ceive from the general fund
"3. whether the Senate Assem- structing the committee to return $40,000 per year for operation of
bly should authorize further to negotiations with a modified set the committee. In addition, full-
action." of proposals, or (3) directing an time released time for the chair-
The committee met frequently, appeal to the Board of Regents. In man shall be provded. Appro-
interviewed;numerous individuals, the event that agreement still can- priate office space shall also be
examined the available literature, not be reached, Senate Assembly provided rent-free. CESF shall
and deliberated at length. could request that the matter go have full authority for staff ap-
The Committee has reached two to fact-finding or advisory arbi- pointments and for disbursement
general conclusions. tration, or it could register its of all funds for this purpose.
First, we gladly acknowledge dissatisfaction by adopting and B. P L A N N I N G, BUDGETING,
that compared with faculties at publicizing a resolution of cen- AND RESOURCE ALLOCATION
many other universities the Michi- sure. 1. Long Range Planning
gan faculty has better relation- 2. Other Responsibilities Senate Assembly should con-
ships with its administration and (a) In addition to its role as a sider long-range planning as a
governing board and a larger role negotiating agency, CESF should process requiring both diverse ap-
in the University's important de- also be given the responsibility proaches and concerted integra-
cisions. Nevertheless, we conclude continually to investigate, analyze, tive effort over the next three
that the University's best interests and otherwise monitor the eco- years. Each committee having
in the years ahead will be served nomic treatment of all individuals special concerns that could be
by sharpening and enlarging the that comprise the University of broght to the overall planning
faculty' participation in Univer- Michigan faculty, to make regular process should be especially charg-
city governance, reports, to propose guidelines on ed with this responsibility and all
Second, we note that for some faculty compensation, and to committees asked to bear in mind
time, and particularly during the make recommendations for facul- this need for long-range planning.
past five years, the economic sta- ty discussion and approval, sub- In particular, the following com-
tus of the Michigan faculty has ject to the supervision of Senate mittees and commission may be
been suffering a relative decline. Assembly and SACUA. expected to have complementary
We believe that failure to reverse i (b) These duties, together with material to offer, without unduly
that trend will lead a significant the responsibility for consultative overlapping in their actiities:
portion of the faculty to be recep- negotiations, would at a minimum Academic Affairs, Financial Af-
tive to proposals for faculty necessitate appointing a paid staff fairs, Economic Status, Proper
unionization, consisting of an executive admin- Role, Resource Allocation, Univer-
A nationwide movement to or- istrator. and a secretary, and op- sity Relations, and Research Poli-
ganize faculties for collective bar- erating an office cooperative with cies.
gaining appears to have the State with but essentially independent 2. Commission on the Future of
of Michigan as a focal area. Cen- of the administration. the University
tral Michigan University was the (c) CESF should be charged In addition, Senate Assembly
first four-year college in the coun- with responsibility for consider- should immediately seek for the
try to elect a bargaining agent. In ing the compensation of faculty establishment of a Commission on
1971, Oakland University was the members as individuals rather the Future of the University,
first to sustain a faculty strike. As than as a mere group of averages, whose charge it shall be (a) to
of September, 1971 about 130 col- and should be charged to uphold study proposals for change in the
le'ges and universities had or- the right of every member of the planning and financing of Ameri-
ganized for cellective bargaining, university faculty to fair economic can higher education, in the op-
more than two-thirds of which treatment in comparison with his eration of extension services, and
were community and 28 of which peers. It must, therefore, develop in the interrelated structuring of
were in Michigan. Michigan State procedures for working with the undergraduate, professional, and
University has been the focus of several schools, colleges, and de- continuing education, (b) to serve
organizing activity for several partments to prevent and to over- as a coordinating agency for long-
months. Faculties at nearly every come inequities suffered by less range planning activities of other
college aand university in Michigan advantaged faculty members, university committees, (c to re-
have eperiened formal organiz- (d) CESF should continue to port its findings to Senate As-
ing activities. The critical question compare University of Michigan sembly and the Central Adminis-
that will ultimately face the Uni- faculty compensations with those tration, with any further publica-
versity of Michigan faculty is: to of other universities and with tion within the University com-
what degree would collective bar- those of other wage-earning munity that may be appropriate,
gaining be an opportunity to im- groups. Yet, because the opera- (d) to place on file relevant bibli-
prove the professional and eco- tions of the traditional ecademic ographies and materials, and (e)
nomic status of the University of marketplace can lead to salary to make recommendations for fur-
Michigan faculty or be a threat differences so wide as to be un- ther study and action.
against it? conscionable, CESF should recom- 3. Proper Role of the University
Despite .many strengths, the mend to Senate Assembly guide- (a) Senate Assembly should en-
University of Michigan may be lines and procedures for assessing courage the Proper Role commit-
unable, (indeed - some of us performance, determining salary tee to follow up its initial inves-
think - will be unable) to avoid ranges, and making salary adjust- tigations reported in February
faculty organization and collec- 1 ments. These criteria and proce- and March, 1971, with specific
tive bargaining unless firm meas- dures should be made known to charges relating to the Univer-
ures ar undertaken by the facul- all faculty. sity's position within the State of
ty and administration to strength- (e) Fringe benefits should be Michigan and within higher edu-
en faculty participation in uni- considered an important part of cation generally.
versity governance and unless fac- the economic package, as in the (b). Thus far, there has not
ulty compensation is markedly im- past. There should be more vig- been any detailed study on the
proved, orous activity on the part of CESF long-range future of the univer-
The committee believes that the to update neglected items in this sity by a faculty committee. Some
substantive and structural changes area. elements that would be essential
it recommends will serve to sup- ADDENDA (Feb. 18, 1972) in any rational long-term plan-
port. values fundamental to the In response to questions ad- ning are included in the two
very existence of a university com- dressed us by SACUA, the follow- Proper Role reports. All commit-
munity and to advance constduc- ing addenda (also one deletion tees should be encouraged to study
tive changes in its life, and some word changes) are made and consider these reports.
Recommendations to'our initial recommendations. 4. Campus Planning and De-
A. FACULTY COMPENSATION 1. To switch from advisory lan- velopment
(Compare some similar recom- guage to statements on which ac- Senate Assembly should work
mendations in the Report of Com- tion can be taken, whenever (a) to assure broader expertise
mittee T on "The Role of Faculty "would" and "should" appear and broader representation of
in Budgeting and Salary Matters," change these words to "shall" or faculty on the Campus Planning
in AAUP Bulletin 57, no. 2 (Sum- "will", as grammatically appro- and Development Committee, (b)

mer 1971), 187-190.) priate; change "could" to "can", to achieve a position of shared
1. C6nsultative Negotiations . 2. In A.l.b delete "m the year.'' authority for faculty in the for-
Senate Assembly should present [See subsection (g).] mation, of budgeting and alloca-
for early faculty discussion and 3. Add A.l.g: (g) It is hereby tion policy in the University, and
approval a procedure involving understood that negotiations for (c) to obtain the input of values
consultative negotiations with ad- any given academic year must and - interests from other com-
ministration officials on salary start by June, fourteen to fifteen mittees and from other sectors
levels and other faculty compen- months before the beginning of of the University community in
sation matters. This recommen- that academic year. Conjointly that process.
dation stops considerably short with the administration, CESF 5. Commission on Resource Al-
of full cellective bargaining but shall see to it that information location
aims at fulfilling similar goals, concerning these matters is pro- Senate Assembly should ask the
The .following proposals indicate vided to state offices involved in Commission on Resource Alloca-
the approximate model to be used: making up the Governor's pro- tion to make at least an interim
(a) The S e n a t e Assembly posed budget bill. Consultative ne- report containing specific findings
should reconstruct the present gotiation shall continue in the and recommendations on all areas
Comiittee: on the Economic Sta- light of information obtained con- covered by its charge no later than
tus of the Fa~culty (CESF) as a cerning available funds, long- June, 1972. Undue delay on
professional consultative negotiat- range planning, possible budget matters of such crucial import-
ing team, responsible for formu- priorities, and possible resource ance is not a luxury the University
lating;specific requests regarding allocations until agreement is can afford at this juncture.
salajes and fringe benefits for reacied. Program and resource al- C. SENATE ASSEMBLY PROCE-
academic staff. location review shall not be the DURES
(b) The CESF should be charg- immediate responsibility of the 1. Patterns of Representation
ed with gathering information and CESF but shall be coordinated Senate Assembly should take
then <pnnfperin wvith arministra- with its nrimnrv tisks Ttaa .n stens to improve the natterns of

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INTRODUCTION: C U UR EN T 3. Market for Faculty 5. Collective Bargaining tials in compensation within the
CHALLENGES TO THE PRO- In many fields a surplus of fac- Meanwhile a nationwide move- UM faculty the 1969-70 report of
FESSIONAL A N D ECONOMIC ulty candidates has been building ment to organize faculties for col- the Economic Status of the Fac-
to s i STATUS OF FACULTY up, aggravated by a slowdown in lective bargaining has been grow-; ulty Committee, approved by Sen-
Numerous challenges to the pro- the growth rate of faculties. Va- ing. The State of Michigan has ' ate Assembly on April 20, 1976,
fessional and economic status of rious indices show that this trend been one of the focal areas. In asked that the Faculty Senate in-
faculty at the University of is likely to continue over the next 1969, Central Michigan Univer- itiate a study "to examine what
fund a continuing program of Michigan and elsevhere have few years. Unless compensation sity was the first four-year col- compensation of members of the
supportiv pesonel (at ace- been forming over the past few procedures are greatly modified, lege in the United States to elect faculty should be in the future,
tampte attuesofe facty anyears.this situation will adversely affect a bargaining agent. Since then short and long term," with con-
I othemebsattitudesoftheUiveity 1.y acul othe economic position of those en- contracts have been negotiated at c r e t e recommendations "for
other members of the University 1. Faculty Economic Status tering the academic profession. It Central Michigan University, the changes in the compensation lev-
community on issues affecting Since 1966-67, several develop- will increase pressure not only for City University of New York (ten els of the faculty." This has not
academic work and (b) to gather ments have adversely affected the abolishing tenure but for requir- of whose campuses now ralik 1st, been done. This year's committee
detailed information regarding the economic status of the Michigan ing early retirement, for setting 4th, 6th, 7th, 8th, 10th, 18th, 19th, drew attention to the same re-
economic status of the faculty, as faculty: quotas for numbers of faculty in 25th and 26th nationally in av- commendation at the end of an
a whole and in its parts, as com- (a) Fewer incremental dollars higher ranks, and for making' re- erage faculty compensation), at appendix.
pared with that in other institu- have been coming from the State ductions in the rate of salary pro- Rutgers University, Southeastern (b) The committee's 1970-71 re-
tions of higher educations. of Michigan. (b) Although the gression. (See articles by Black- Massachusetts U n i v e r s i t y, St. port continued the traditional
3. Research Center on Foculty University has held or improved burn 1971 and Rehmus 1968.) John's University (N.Y.), and the summary of-comparative data, us-
Governance and Collective Bar- its relative standing in total fund- 4. Faculty Power five New Jersey state colleges. The ing mostly AAUP findings. Over
gaining ing for research, in several fields Comparative studies indicate State University of New York has the two-year period since 1968-69
Sena'te Assembly should go on research support has declined. (c) that while relations have some- organized, as has Michigan's Oak- the average compensation-for pro.-
record supporting the establish- In the midst of a budget squeeze times been strained, in recent land University. In 1971 Oakland fessors rose 12.4 percent, for as-
ment of a foundation-funded Re- situation, responses to non-faculty years the University of Michigan susutained the first four-year-col- sociate professors 9.5 percent, for
search Center on Faculty Govern- bargaining at the University of faculty has experienced less seri- lege strike in the country; a con- assistant professors 11.5 percent,
ance and Collective Bargaining Michigan and other budgeting ous conflict with its administra- tract was settled in September and for instructors 7.4 percent. The
either at the University of Michi- practices have, despite adminis- tion and governing board that has ratification was expected soon overall increase was 12.4 percent,
gan or elsewhere. (See the similar tration efforts to the contrary, in been true in some other major thereafter. The faculties of Adel- reflecting promotions and an in-
proposal by Donald H. Wollett, effect placed faculty salary allo- universities, for example those in phi College, Boston State College, crease of faculty in the two high-
Professor of Law of the University cations in a residual position. One California, New York, and Wis- Brooklyn Center of Long Island, est ranks from 64.0 percent to 65,6
of California at Davis, in a paper marked result has been a loss in consin. (See Ronald Brown 1970 Massachusetts College of Art, percent.
presented on May 1, 1970 to the the overall comparative economic article. Compare Lieberman 1969' Monmouth College (N.J.), the Ne- (c) In national standings the
National Council), on Collective standing of the University of article.) In some places the fac- braska State College System, University of Michigan declined
Negotiations held in New York Michigan faculty, dropping from ulty senate's authority has been New York Institute of Technology, I from 17th in 1966-67 to 35th in
City. 1971 Wisconsin Law Review, 17th nationally in 1966-67 to 24th greatly eroded. In other universi- New York University, and Poly- 1970-71.
no. 1, 29-32.) The above proposal in 1968-69 to 31st in 1969-70 to ties faculty organs have lost the technic Institute of Brooklyn have (d) For at least the past three
presupposes that a substantial 35 in 1970-71. (Thirteen of those power to make non-tenured ap- all filed petitions to be represent- years Michigan has remaiied see-
program of research intentionally above the University of Michigan ( pointments, to control promotions ed by a bargaining agency. More ond behind Northwestern in the
separating the phenomena of col- in the latest standings have en- or merit increases, or to determine can be expected to join the list Big Ten rankings in both average
lective bargaining from those of tered collective bargaining since disciplinary procedures. Elsewhere ' each term. In all, about 130 col- compensation (18,798 vs $19,842)
faculty governance is unrealistic 1968. All of these were below the senate's budget has been re- leges and universities had organ- and median salary ($15,300 vs
and undesirable. Michigan's standing in 1966- duced and its capacity to influ- ized for collective bargaining as $16,300). From 1966-67 to 1970-71
4. Handling Crisis Situations from one to more than two thous- ence or make policy decisions of September, 1971. More than two Michigan declined from second to
a) Senate Assembly should in- and dollars below in average com- otherwise diminished. This kind E thirds of these are community third place in median salaries for
struct SACUA to establish regular pensation. Of the remaining 21, of situation has helped bring colleges. (Some 250 persons at- professors and assistant profes-
procedures to provide for appro- 13 were ahead of Michigan in about a counter movement on tended the September 1971 con- sors. During that same period
priate and effective faculty par- 1966-67.) Another result has been other campuses to improve the ference on "Faculty Power: Col- ; Michigan showed the lowest in-.
ticipation in the "handling of the widening disparity in com- faculty's position either through lective Bargaining on Campus" creases in mean salary for each
crisis situations within the Uni- pensation between some members collective bargaining or through held in Ann Arbor by the UM- of the top three ranks.
versity. and units of the faculty. While joint faculty - student - adminis- Wayne State Institute of Contin- (e) No figures are available re-
(b) Senate Assembly should ask most of the higher salaries are trator councils or t h r o u g h uing Legal Education. Of the 100 i vealing the salary differentials
the University Council to consider thought to be the normal effects strengthened representative facul- institutions represented, from 28 between faculty members of equal
setting up a marshal system that of productivity and of market fac- ty assemblies. states, most were from public standing in all relevant respects.
can function quickly and effec- tors which are not readily con- Across the country compara- four-year institutions: about one- However, tables in the 1970-71
tively in any major campus dis- trollable, serious inequities are tively few representative faculty third were from private institu- Economic Status report shor the
turbances that may arise. nevertheless apparent. Since at assemblies yet exist. Among the tions, perhaps 50 from two-year lowest mean salaries for profes-
5. Information and Communi- least as early as 1964-65, the av- nation's state universities there is 1 colleges.) sors (using university year or
cation erage buying power of faculty in perhaps none with the extensive Faculty at nearly every univer- equivalents) in Library Science,
Senate Assembly should estab- every rank has gone steadily experience of the University of sity in Michigan have experienced Nursing, Architecture and Design,
lish a regular procedure, not only down. For many faculty members Michigan's own Senate Assembly formal organizing activities. An and Music ($15-17,000), the high-
through the University Record but this has wrought severe hardship. and Senate Advisory Committee organizing move begins in earnest est in Law ($27,080); for asso-
by other means as well, to assure (See 1970 and 1971 reports of the on University Affairs (SACUA). with the circulation of cards ask- ciate professors the lowest in the
(a greater knowledge of its com- Economic Status of the Faculty Likewise, while the formation of ing for recognition of bargaining' same fields ($12-13.000), the
mittees' work among the faculty, Committee. Addition and extrapo- issue-oriented coalitions and spe- agents. Once 30 percent of a des- highest in Medicine, Social Work,
(b) a greater ease of access to lations have also been made with cial interest groups has occurred ignated bargaining unit have and Dentistry ($17-18,000); for
them by faculty, (c) a more ef- respect to these data to obtain the on many niversity campuses, the signed +cards supporting a given assistant professors the lowest in
fective discussion within the Uni- above comparisons.) broader activities of the Univer- agent, an election may be held. Uursing ($9,441), 1\hisie ($11,115)-
versity community of issues raised 2. Institutional( Status sity of Michigan's Faculty Reform Informed observers expect Michi- and A & D ($11,492), the highest
in their reports, (d) a more thor- At the same time, higher edu- Coalition, founded in May of 1970, gan State University to reach that in Law ($16,368) and Social Work
ough monitoring and following cation is sustaining strong criti- may be unique in the country. point by October or November, ($14,200). Faculty at the Flint and
through of programs proposed or cisms and pressures from outside Some faculty committees are now 1971. In September organizing had Dearborn campuses are also reg-
instituted by Senate Assembly, financial supporters and from exerting greater influence than in begun in Ann Arbor. Although the 1'jlarly at the low end. There is a
and (e) the establishment of sev- radicals. These are often accom- the past. The newly formed Uni- faculty situation is very different high concentration of women in
eral resource stations within the panied by attacks on academic versity Council and University in these two institutions, what the lower bracket groups.
University library system where tenure or calls for establishment Judiciary System, in the operation happens in the one is bound to (f) In 1970-71 L.S.&A. salaries
faculty and others can expect to of "professional conduct" codes. of which faculty, students, and ad- have repercussions in the other. ranged from less than $13,000 to,.
find up-to-date documentation on For good or ill, the'University of ministrators are involved together. To what degree would collec- i over $34,000 for professors, less
issues being considered by Senate Michigan has been vulnerable to are also significant advances in tive bargaining be an opportunity than $11,000 to over $22,000 for
Assembly and its committees. such criticisms and pressures. the internal relations of the Uni- to improve the professional and associate professors, and less than
D. GRIEVANCE PROCEDURES Both faculty and administration versity of Michigan community. In economic status of the University ' $10,000 to $18,000 for , assistant
Several inadequacies still inhere have been inappropriately slow in short, there are many internal of Michigan faculty or a threat professors. The mean departmen-
in the grievance procedures, re- developing means for effecting strength to build on here that are against it? The remaining see- tal salaries in L.S.&A. ranged
quiring at least the following steps 1 and in o n i t o r i n g constructive E still lacking in other universities tions of this report are designed from $11,559 in the Humarities to
toward remedy: change. of comparable standing. not only to help faculty mem- $12,205 in Behavorial and Natur-

f

1. Overcoming Reluctance to
Use the Present Process
First, potential exposure to ill
will and subtle sanctions at the
early stages will discourage fac-
ulty from entering the grievance
process. This situation should be
carefully and sensitively studied
by the Senate Advisory Review
Committee and a report made to
Senate Assembly at the earliest
opportunity.
2. Opportunities for Confidential
Counsel1
Opportunities to find out one's
relative status, to explore a range
of possible actions, or to get in-
formal settlement in a strictly
confidential setting are still lack-
ing. In the spring of 1971 the
Commission on Women and the1



Faculty Reform Coalition's Task
Force on Women in the Univer-
sity both recommended confiden-
tial advocacy procedures for that
group, with legal services avail-
able to offer advice and consul-
tation to the Commission, and
with grievance procedures revised
to assure due process for all fac-
ulty. Some such further provisiont
for all faculty, combining the vir-
tues of the union steward, the
legal advocate, and the ombuds-
man, should be considered by the
Senate Advisory Review Commit-
tee and recommendations made
for action by Senate Assembly
within the academic year 1971-72.
3. Dealing with Inequities be-
tween Units, Schools, and Col-
leges
Finally, the limited jurisdic-
tional scope thus far allowed in-
dicates the need for ways to deal
with inequities between the vari-3
ous units, schools, and colleges
and to handle problems -that arise
for staff not members of the Fac-
ulty Senate. Senate Assembly
should charge an appropriate
committee with the task of con-
sidering this need and of report-
ing suitable remedies.
Respectfully submitted.
The Ad Hoc Committee on
Faculty Riehts and Responsi-
hilities. 1971.

- CONTENTS -
INTRODUCTION: PRESENT CHALLENGES TO THE PRO-
FESSIONAL AND ECONOMIC STATUS
OF FACULTY
1. Faculty Economic Status
2 Institutional Status
3. Market for Faculty
4. Faculty Power
5. Collective Bargaining
1. THE ECONOMIC SITUATION-COLLECTIVE BARGAIN-
ING AND ALTERNATIVE STRUCTURES
A. Allocations for Faculty Compensation at the Univer-
sity of Michigan
1. Comparative Figures
2. The Allocation Process: Problems and Possibilities
B. Collective Bargaining
1 Collective Bargaining in Public Employment
2. Models for Dispute Settlement
3. Collective Bargaining in Higher Education
4. Public Collective Bargaining in Michigan
5 Collective Bargaining in Michigan Colleges and
Universities
6. The Four Major Agencies (AAUP, AFT, NEA, Fac-
ulty Senate)
7. Some Basic Concerns about Collective Bargaining
C. Alternative Structures
1. Principles Regarding Faculty - Administration Re-
lations
2. Alternative Structure for Faculty Participation in
Economic Decision-Making
II. FACULTY PARTICIPATION IN UNIVERSITY GOV-
ERNANCE
A. Overview of Recent Activities
1. Scheme of Organization
2 Estimate of Time Involved
3. Senate Assembly
4. SACUA
B. Background
1. Senate Assembly and SACUA 1960-1971
2. Selection of University Executive Officers
3 Academic Affairs Committee
4. Economic Status of the Faculty Committee
5. Resource Allocation, Campus Planning & Develop-
ment
6. Faculty Grievance Procedures
7. University Relations, Role of the University in the
State of Michigan
8. Other Areas
C. Faculty Participation: Past, Present, and Future

bers answer this question but also al Sciences. The median salary
to recommend specific ways of for all L.S.&A. assistant professors
dealing with the general situation was $11,901.
just described. <g) Our computations indicate
The committee believes that col- that, over the past year, average
lective bargaining will soon arise compensation at each rank, in-
at the University of Michigan un-|eluding fringes) decreased by 1.65
less firm measures are undertak- percent for instructors, increased'
en by the faculty and administra- , by 4.06 per cent, 7.24 per cent, 5.8
tion to strengthen faculty partici- per cent, and 6.85 percent re-
pation in University governance spectively for lecturers, assistant
and unless faculty compensation professors, associate professors,
can be markedly improved. The ? and professors, with an overall
committee further believes that average increase of 7.1 perecent,
the substantive and structural I Fringe benefits alone increased by
changes it recommends will serve ; 13.5 per cent overall.
not only to protect the position of (h) According to the 1970-71
faculty but to support values fun- Economic Status report, the gain
damental to the very existence of in real income in the six-year
a university community today and , period since 1964-65, using mean
to advance constructive changes salary indices, was only 4.7. per-
in its life. cent for professors, 7.7 percent
The report falls into two parts, for associate professors, and 10.0
corresponding to Senate Assem- percent for assistant professors.
bly's mandate: on collective bar- Compared with rates of improve-
gaining and on faculty participa- ment in some other parts of the
tion in University governance. It economy, and realizing that most.,.
is preceded by a brief resume of of this went to fringe benefits, the,
the report and a set of recom- relative buying power of the facul-
mendations, both intended for ty as a whole has declined. For
distribution to all faculty. Com- some faculty it has considerably
mittee procedures and acknow- declined.
ledgments are recorded at the end (i) Several things are inade-
along with three study reports quate in the above comparisons.
and a selected bibliography. (i) The University's figures ex-
I. THE ECONOMIC SITUATION elude Medicine both of at least
- COLLECTIVE BARGAINING the last two years, include Dear-
AND ALTERNATIVE STRUC- born and Flint in .1969-70 but not
TURES 1970-71, and include Dentistry-
and Nursing in 1970-71 but not i n
SA. Allocations for Faculty Com- 1969-70 (ii) They do'not show the

pensation at the University of
Michigan
1. Comparative Figures
a) In the AAUP's April, 1971
"Report on the Economic Status
of the Profession" only the Uni-
versity of Michigan of the state'sI
13 public four-year institutions
failed to give percentage increases
in salary compensation for the
various ranks, indicating simply
that average compensation of full-
time faculty had increased by 71
percent from 1969-70 to 1970-71..
This omission may reflect the fact
that in recent years the adminis-
tration. on recommendation of

effect of promotions or the
amount of raises for persohs
teaching both of those years. "
(iii) They are averages for all
faculty or for all within a given
rank or area. They therefore mask
I the relative position of many sala-
nies, particularly those that have
declined in real dollar value.
(j) In a recent study by the.
Michigan Association for Higher
Education (MAHE) of 90 public
institutions of higher education
in six states (California, Illinois,
Indiana, Michigan, .:New York,
Ohio), using AAUP data, the fol-
lowing comparative information