Power & Privilege

I had a meeting yesterday with the powers that be to discuss “what we can do on campus” regarding LTE rights. I went into the meeting hopeful, yet they made it clear they did not want to talk about state-regulated things that are out of their control, you know, the small things like inequitable wages, no vacation or sick time, and no representation. I suggested that, despite state regulations, UW-Madison has set an admirable model regarding LTE hiring and retention, yet that was quickly dismissed in favor of the next topic…

Immediately, one of the powers that be stated that she CANNOT discourage LTE hiring on this campus because it is the ONLY option, given the FTE restrictions set by the state. I was so dumbfounded I couldn’t even think of what I wanted to say, that I don’t truly believe hiring LTEs is our ONLY option. I know people have been hired under Project positions and other special contract positions, which gave them more benefits than LTE status. We should promote consideration of other hiring options before taking the LTE route, which gives the employee the least amount of equity and the lowest wages. I had hoped they would want to encourage a hiring model where “just hiring an LTE” is not our default protocol, but rather a last resort and truly for limited term positions.

When discussing that LTEs make 20 percent less than the minimum starting wage for permanent employees in the same job classification, she looked up the lowest wage, subtracted 20 percent and arrived at roughly $9.00/hr. She then stated that this is “not a bad gig” for a wage in this area. She then did concede that making this wage with no benefits is not so good. In her huge window-paneled office I wanted to scream, “Really, with your Juris Doctor and your life and position of privilege, you know what it would be like to live off of $9/hour with no sick time or vacation? To support a family on these wages? To take unpaid leave if your child got sick?????” The other side of this is that the LTE's maximum wage is the minimum starting wage for a permanent employee, so there is a very small window in which to increase the LTE's wages (e.g., $10.14-$12.67/hour for a University Services Associate 1).

She then stated what initiatives she is willing to support and they include the following bold initiatives. A weekly email from HR that details open positions and upcoming Civil Service examinations. A new LTE excellence award, to complement the awards that have existed for years for faculty, instructional and academic staff, and classified staff. And some related items, such as encouraging Directors that LTEs deserve regular performance reviews. When I emphasized that there are no standards of treatment for LTEs, that they can be let go at any time for any reason, and that LTEs worry about losing their jobs when asking to take any time off, she stated that a Director or Manager wouldn’t just go out and hire someone else because they would have to retrain the person. I should have told her that the office across the hall from me has gone through three LTEs in the past few months, hiring them and discarding them as they see fit…

She also told me I had upset the people in the HR department. Oh well. I guess, at least they are willing to do some things, and change happens slowly, but I still left the meeting feeling like I have lost my faith in something I used to believe in.

Playing the Game

My goals for the winter were to stay healthy, lose weight, write regularly…so far I have not managed to accomplish any of those goals, really. Thankfully I have managed to keep my rosacea in check this winter (but that’s another posting).

Here’s what I really want to say right now. There are a lot of things that have been going on around here that I need to write about. But here is what is on my mind first and foremost. Over winter break, I was asked to take a freelance job in which I read a text book and wrote quizzes. The book was for business communicators, and included things like how to facilitate effective business meetings, how to write effective meeting minutes, how to stick to a meeting agenda when one person dominates the meeting….the list goes on. I found myself thinking, really? Is this really necessary? Isn’t this common sense? And then I remembered how lost and befuddled I felt when I started my first job after college, how the whole corporate culture (and later, higher education) was so foreign to me (especially since I had been a liberal arts English major).

So then I started thinking…what would have prepared me for the culture of corporate America or higher education? And I had a sad thought, which was recently only further confirmed for me based on something that is happening to a friend. In school, you’re judged by your performance. You do the work, participate, follow the rules and requirements, and then receive graded feedback. But in the professional world, you’re judged not so much by your talent or your impact on the people you are serving as you are judged by your capacity to play the game. Your best chance of survival and advancement lies in your ability to form alliances with key people who are in the best position to get you what you want, to secure a prominent place in the valuable flow of information known as the grapevine, so that you are always poised to make your next power play, and to recognize and be alert for the power plays that are constantly going on around you so that you may use them to your advantage…..you must become intricately connected to the politics of the culture and play the game at all times. On a daily basis I watch this going on—it usually involves pitting people against each other—and I try not to get pulled in to it.

The sad truth is…if you refuse to play the game, if you actually choose to be the bigger person and focus on your job, you will eventually be knocked out of the game.

Recent Events in Anatomy & Physiology

What I am studying in Anatomy & Physiology....in pictures. I wrote detailed captions for each picture--if you'd like to see those then click on the picture and view the slideshow directly on flickr.

An Impending Pandemic = Suddenly We Care About Technology?

For years we have offered technology workshops to students, faculty, and staff. We publicize these workshops on the web, via email, in brochures that are sent campus wide. Even during a significant upgrade, like switching from Office 2003 to Office 2007, we were lucky to get five people attending each session. There simply has never been any push from the administrative level, or from department heads, for staff or instructors to advance their technology skills.

Our new teaching & learning center, formed to encourage professional development, does not address technology. There are no plans to employ an instructional technologist, even though instructors are struggling to integrate technology into their curriculum. They see technology as the domain of the IT department. This means that our people who understand assignment design and pedagogy don’t understand technology, and our technology people don’t understand assignment design or pedagogy. People who train others on technology, and who are sometimes invited to classrooms to teach technology, get caught in this conundrum.

The attitude here is that curriculum is one thing and technology is another, separate thing, and if instructors want to assign students to create a website or make a video, they just order up the technology training and have someone else teach and support it, and patch it into their syllabus like a band aid. The problem with this is, for many disciplines, there is no division between technology and curriculum. Take journalism for example. The instructor is the only person who can provide a meaningful context for the technology. As an IT person, I can teach the technology, but I cannot teach how a journalist or a market analyst or someone in another discipline would use the technology. It is the instructor who has the potential to blend the mechanics of the technology with the best practices of their particular discipline.

And this is where the anti-technology sentiment is most troubling to me. Instructors ask me to come to their classrooms and teach beginner students who are not computer science or information systems majors to design and develop websites, after receiving one short training session. We just provided two full weeks of instruction for three sections of a three credit course because the instructor can’t support his own technology-based assignment, but he is also unwilling to modify his assignment. Because departments are at risk of losing their accreditation because they haven’t incorporated technology into their curriculum and they are looking to me to fill that gap, rather than learning the technology themselves, even though that technology has become a core component of their discipline. We’re asked to teach old technology, advanced technology that isn’t appropriate for beginners, and things that seem pointless.

Integrating technology into curriculum is a struggle, an after thought, no one’s responsibility but that of the IT department, which just received almost three quarters of a million dollars worth of budget cuts.

But suddenly, now that this institution is worried about an impending flu pandemic, about the possibility of having to GIVE BACK TUITION MONEY, now they are concerned about instructors’ ability to maintain communication with students, and continue sharing course content in a pandemic situation. Because guess what this means??? That you’ve learned how to put your course content online. That you’ve learned to use email. That you know how to access your files from home. That perhaps you have even experimented with new, online tools for communicating with students, such as instant messaging, and an abundance of free online tools for holding virtual meetings. Above, all, that you've TAKEN OWNERSHIP of your skills and your ability to teach and learn and communicate in the highly virtual twenty first century.

Emails were even sent out from administration about using new “social distance” tools to keep courses running if your class can’t meet face to face—things like instant messaging and virtual meeting tools. I found this announcement to be extremely out of touch with the technology skills of instructors. Do administrators seriously think that, when stricken down by the swine flu, instructors will finally be motivated to learn to use new technology tools? That after we have cultivated an anti-technology attitude, now, when faced with a pandemic, people will suddenly be interested in advancing their technology skills?

Now, they are concerned about this.

Maybe if technology had been a priority all along, most of our course material would already be available online right now, instead of a small fraction of it.

I can see the official press release already: “We had a comprehensive pandemic preparedness plan in place and took systemic measures to provide training and support for these procedures.”

I wish I had no opinions about things. It would make things a lot easier. I would just go to work, complete tasks, not think about them, and leave. But I think it’s really sad that this is what it takes for people to care about technology.

Avoiding Science & Other Thoughts

My decision to avoid science was pretty much solidified the first semester of my freshman year in college, during Chemistry 101. The professor was a callous, stern older woman who gave long lectures without betraying a trace of emotion, multiple choice tests that required rote memorization, and long, boring labs with titrations that I found tedious and uninspiring. Perhaps I would have felt differently if I’d known how titrations could be used to develop a medication for a sick child, or to find the cure for a disease. Although I got As and Bs in Chemistry, Precalculus, and several Computer Science courses, I assumed I wasn’t good at science. I’d always been an A student in high school, and when that didn’t come as easily in college, I took no more science courses than the minimum requirements for my B.A. It wasn’t until twelve years later, after my mother had a stroke that I began to rethink my decision to avoid science. Research on the gender gap in science, technology, engineering, and math (STEM) fields includes many strategies for creating gender-inclusive STEM classrooms: smaller classes, increased percentage of female faculty, outreach programs as a bridge between high school and college, cooperative learning vs. competition, recognition of different communication styles, hands-on projects, group work, and content that is relevant to society. Perhaps I would have felt differently if I’d experienced a different type of science classroom.

There have been two times in my life when it seemed that the universe grabbed me and shook me out of my complacency. The first, when I was evacuated from the corporate headquarters of the company where I worked, from the Sears Tower, on September 11th, 2001 and was subsequently stranded in Chicago. After four years of feeling ambivalent about my place in the corporate world of software development, I quit my well paying job, sold my house, and went to graduate school.

The second time was in November of 2005, when my 60-year-old mother had a stroke that deprived the left side of her brain of oxygen, and left her with permanent left-side weakness. Ironically, this experience, the biggest test of strength and courage my family has ever known, has also been a blessing. I would never want my mom to suffer again, but she has led me to value every moment, to believe that I have the ability to change my direction if I’m not happy. And it is seeing my parents, happier together than they’ve ever been, which is my foundation.

My plan with the Master’s degree was to pursue teaching at the college level. That was before I learned that teaching English at the college level with only a Master’s degree essentially pays minimum wage, and offers no promise of any (let alone permanent) employment. And isn’t this surprising, given that our English dept. relies on almost as many instructional academic staff working in these tenuous circumstances, as they do tenure-track PhDs. This is just as bad, if not worse, as the abuse of limited term employees in higher education (but this is all another story).

Alas, I just met with my manager, and he made no mention of the agenda-less meeting drama! I am so surprised I expected that he would have a diagram about it, which he would narrate. He had another diagram, which he did narrate, but at least for now it sounds like I’m free to make my own decisions about meeting agendas.

I’m writing this all just as I found out about yet another tragedy with a friend’s struggle to have another child. My heart breaks for her, and yet I am without words. It makes all my complaints this week seem so trivial.