CAA News

At its May 2010 meeting, the CAA Board of Directors approved a resolution that updates the Standards for Retention and Tenure of Art Historians. Submitted by Anne Collins Goodyear, vice president for publications, the addendum urges academic tenure-and-promotions committees to consider and evaluate museum publications when making their deliberations. Exhibition catalogues, the resolution notes, may be published by an academic press or museum, or in association with a nonacademic press.

The following paragraphs, which are part of the addendum, provide background for the resolution:

During the past ten years, while academic publishing has been shrinking dramatically, museum publishing has flourished, moving to the forefront as the venue for much substantial scholarship in our field.

Museum exhibition and collection catalogues are not, by and large, peer-reviewed in the traditional sense. The long lead times required for blind peer review do not accommodate the tight schedules of most exhibition catalogues, which must appear when shows open. Yet exhibition catalogues do undergo a form of peer review. Though not blind, it is thorough, as the collaborative curatorial teams that produce exhibition catalogues, and museums’ editorial departments and consultants, carefully evaluate the scholarship contained within, striving to ensure that it is accurate and of the highest possible quality.

In the past, one argument lodged against exhibition catalogues has been that the essays can vary in quality. Some essays in exhibition catalogues—at times in the same catalogue—contain original, important scholarship, while others can be included for political reasons, perhaps to secure certain loans or financial contributions essential to the successful mounting of a show. In fact, this situation is not fundamentally different from scholarship published in festschrifts, anthologies, or other non-museum collections of scholarly essays. It is not unusual for some authors in such publications to be included for practical, rather than scholarly, reasons. Yet this does not disqualify every essay in these publications from being considered in tenure decisions.

Helen Evans of the Metropolitan Museum of Art and Lucy Oakley of the Grey Art Gallery at New York University authored the proposal, with input from the Publications Committee. The Professional Practices Committee, which reviews new and revised Standards and Guidelines, endorsed the proposal, which the board then passed.

The addendum has been added to Standards for Retention and Tenure of Art Historians and joins updates made in 2005 and 2007. CAA encourages you to review all official Standards and Guidelines for professionals in the visual arts.

Earlier this year, the Coalition on the Academic Workforce (CAW) published an issue brief estimating 72.5 percent of all faculty members at American colleges and universities are contingent, that is, they do not have tenure or are not on the tenure track. Since no comprehensive national data exist for pay scales, benefits, working conditions, and involvement in departmental decision-making—let alone specifics on academic-based artists and art historians, and for university museum researchers—this figure cannot be verified.

For this reason, CAW has developed a Survey of Contingent Faculty Members and Instructors, which will examine compensation and working conditions, among other issues, at the institutional and course levels. The goal of the survey, which is live from September 27 to November 30, 2010, is to gather accurate information so that CAW may advocate more effectively at the local and national level.

As an active CAW member, CAA supports workforce equity through its Standards and Guidelines, advocacy efforts, and data compilation, and it urges all contingent faculty, instructors, and researchers to complete this survey and to alert others to do the same.

Open to full- and part-time teachers, graduate students (remunerated as teaching assistants or employed in other roles), researchers, and postdoctoral fellows, the survey is an excellent opportunity for CAW to count contingent faculty properly and record their working conditions. Survey results will be shared with you once they are compiled. This information will also contribute to a national database that will assist future advocacy work.

CAA specifically requested that the survey include distinct categories for artists, art historians, and related researchers, so that the visual arts will be fully represented. On an individual level, the conclusions drawn may help determine your working conditions in relation to national trends. Results will also inform specific CAA Contingent Faculty Standards and Guidelines, as well as future advocacy by CAA on your behalf.

Take the Survey of Contingent Faculty Members and Instructors now. If you have questions about it or about CAW, please contact Linda Downs, CAA executive director.

Read reactions to the survey in Inside Higher Ed.

The Center for Curatorial Leadership is conducting a research project that seeks basic information on the educational and career choices made by art historians working in the United States who enter the museum and academic professions.

While sometimes regarded as “the two art histories,” museum and academic careers share a common starting point in college and graduate studies. In order to understand how the Center for Curatorial Leadership might mentor young art historians and form bonds between disciplines more effectively, it has assembled a brief survey. Comments and any suggestions are welcome as well.

The survey should take approximately ten minutes to complete. Deadline: Monday, April 19, 2010.

Peter Conn of the University of Pennsylvania writes a dense article for the Chronicle Review on the realities of unemployment in the humanities. Deftly sifting through various studies on employment, attrition, and other factors, this professor of English and education considers the situation from several points of view and offers possible and pragmatic solutions.

It’s no surprise to hear that full-time tenured and tenure-track jobs in the humanities have been shrinking over the past decade in both public and private institutions. Conn widens the field of inquiry, for example, by looking at how the for-profit University of Phoenix—with more than 400,000 undergrads and 78,000 graduate students nationwide and internationally—has expanded the field of education while perhaps exacerbating the rise of part-time and adjunct professors. In addition, the number of humanities doctorates produced has increased almost 50 percent during the last twenty years, but the job market has remained flat or declined.

Conn notes that the federal ban on mandatory retirement in 1994 has contributed to an aging workforce that is reluctant to retire, especially in the present recession. Also, the “star system” that attracts well-known and thus higher-paid professors negatively impacts the lower ranks. Attrition is another concern: 43 percent of students never finish their PhD. Thus they linger in higher education longer than they should, drain resources, and add to the part-time workforce. Even if they finished they’d be consigned to a “dysfunctional job market.”

While Conn argues for fewer students admitted to doctoral programs, he recognizes that current professors would object because, on the whole, they enjoy teaching graduates over undergraduates, and those undergraduates still need their survey classes, which are often staffed by graduate students. He lists several other objections to his proposal of smaller programs, including the unfortunate situation of denying education to those who want it.

Other recommendations include having graduate programs give realistic pictures of postdoctoral professional life, whether that’s offering classes on the subject, maintaining an informational job-placement webpage (listing past successes), or promoting careers outside academia. Of the latter Conn writes, with admittedly soft data: “These women and men found somewhat more job satisfaction than did members of their cohorts who continued in academic careers, in part because they ended up in locations of their choice, and in part because they tended to make more money.” But at the same time, “My own conversations with graduate students over several decades indicate that most of them do not find the idea of nonacademic careers particularly appealing.”

Despite the humanities playing a core role in higher education with strong student interest, four-year colleges and universities are increasingly relying on a part-time, untenured workforce to meet the demand. These facts, common knowledge to many professors, have been confirmed in the recently released results of the Humanities Departmental Survey, conducted by the American Academy of Arts and Sciences and a consortium of disciplinary associations, including CAA.

The survey includes data collected from departments of art history, English, foreign languages, history, the history of science, linguistics, and religion at approximately 1,400 colleges and universities. It is the first comprehensive survey to provide general cross-disciplinary data on humanities departments. The results are available on the academy’s Humanities Resource Center Online.

According to the Humanities Departmental Survey:

• Across the humanities, but especially in English and combined English and foreign-language departments, professors at four-year colleges and universities are evolving into a part-time workforce. During the 2006–7 academic year, only 38 percent of faculty members in these departments were tenured. English departments had the greatest proportion of non-tenure-track faculty (49 percent)
• When minors are included, undergraduate participation in humanities programs is about 82 percent greater than counting majors alone would suggest. For the 2006–7 academic year, 122,100 students completed bachelor’s degrees and 100,310 completed minor degrees in the three largest humanities disciplines: English, foreign languages, and history
• Reflecting the demands of a global economy, student interest in foreign language is strong: during the 2006–7 academic year, foreign-language departments awarded 28,710 baccalaureate degrees and had the largest number of students completing minors (51,670). Yet investment in a stable professoriate to teach and study foreign languages and literatures appears to be declining, with a significant reduction in recruitment of full-time faculty members (39 percent fewer recruitments for full-time positions in 2008–9 than hires for 2007–8) and fewer total graduate students than faculty members, the only surveyed discipline for which this was the case
• Turnover rates among humanities faculty were low—only 2.5 percent of humanities faculty left the profession through departure, retirement, or death during the two academic years preceding the survey. Combined with recently instituted hiring freezes on many campuses, career opportunities for the next generation of scholars (there were approximately 84,000 graduate students in the surveyed fields during the 2006–7 academic year) are limited
• Approximately 87 percent of humanities departments reported that their subject was part of the core distribution requirements at their institution

The survey results provide a snapshot of US humanities departments at the end of the first decade of the twenty-first century. The survey covers a broad range of topics, including numbers of departments and faculty members, faculty distributions by discipline, courses taught, tenure activity, undergraduate majors and minors, and graduate students. The data provide new information about each of the disciplines; they also allow comparisons across disciplines. These data are especially important because the US Department of Education has indefinitely suspended the only nationally representative survey providing information about humanities faculty, the National Study of Postsecondary Faculty.

Several national learned societies collaborated with the American Academy of Arts and Sciences to develop, field, and interpret data gathered by the Humanities Departmental Survey: the American Academy of Religion; the American Historical Association; the College Art Association; the History of Science Society; the Linguistic Society of America; and the Modern Language Association. The American Council of Learned Societies and the American Political Science Association also provided important assistance. The survey was administered by the Statistical Research Center of the American Institute of Physics, which also performed the basic data analysis.

Even though the humanities disciplines represent an essential core of the liberal-arts curriculum, they have long been data deprived. The empirical data now available in the survey, along with the rich collection of information already found in the Humanities Indicators, begin to fill that gap and to establish baselines that will allow stakeholders to track trends in the future. The academy hopes that the Humanities Departmental Survey can be expanded to include additional disciplines and updated regularly, producing trend data that could be incorporated into the Humanities Indicators.

Launched in 2009, Humanities Indicators include data covering humanities education from primary school through the graduate level; the humanities workforce; humanities funding and research; and the humanities in civic life. Modeled after the National Science Board’s Science and Engineering Indicators, the Humanities Indicators serve as a resource to help scholars, policymakers, and the public assess the current state of the humanities. The academy continues to update and expand the Humanities Indicators.

The academy looks forward to working with the National Endowment for the Humanities to advance this critical work. The Teagle Foundation provided support for the Humanities Departmental Survey project, and grants from the William and Flora Hewlett, Andrew W. Mellon, and Rockefeller Foundations have advanced the academy’s overall humanities data initiative.

Those who wish to receive announcements of new data and research on the humanities can subscribe to an email alert system at the Humanities Resource Center Online.

Responses

The American Academy of Arts and Sciences has posted PDFs of two response papers, from David Laurence and Robert Townsend, on its website for download.

For journalistic analyses of the project, please read Scott Jaschik’s “State of Humanities Departments” at Inside Higher Ed and Jennifer Howard’s “Humanities Remain Popular Among Students Even as Tenure-Track Jobs Diminish” at the Chronicle of Higher Education.

The Coalition on the Academic Workforce (CAW)—of which CAA is a member organization—has released a new issue brief calling on institutions of higher education to work toward ensuring that all college and university faculty members are recognized and supported as professionals committed to providing a quality education to all students. Called “One Faculty Serving All Students,” the brief calls for improvements in the current staffing ratios at colleges and universities, increased support for faculty serving in contingent positions, and inclusion of all faculty members in the work and life of their institutions.

“The public has a large investment in higher education and expects a solid return on that investment,” said Rosemary Feal, executive director of the Modern Language Association. “For four decades, however, institutions have increasingly shifted teaching responsibilities to an ever-larger body of dedicated but underpaid and undersupported contingent faculty. It’s time for institutions to shift priorities by increasing the number of full-time faculty members in the academic workforce and by providing equitable pay, working conditions, and job security to both full- and part-time teachers whose work with students is at the core of the college experience.”

The brief sets forth four broad principles:

1. All faculty members need to receive compensation and institutional support and recognition commensurate with their status as professionals
2. All faculty members should be aware of the recommended standards and guidelines for the academic workforce issued by their professional associations and faculty organizations
3. All faculty members should have access to key information on academic staffing in their departments and institutions and use this information to advocate for change
4. All long-term faculty members need to be fully enfranchised to participate in the work and life of the department and institution

“Many of the organizations in CAW have being working extremely hard on these issues and have adopted policy statements of their own,” said Linda Downs, CAA executive director. “We felt that it was important to identify areas that we could also work on as a coalition, particularly in terms of activating our collective memberships.”

CAW will work to promote adoption of the goals of this issue brief and will continue to advocate equitable and fair treatment for all members of the higher-education academic workforce.

The Coalition on the Academic Workforce (CAW) is a group of higher-education associations, disciplinary associations, and faculty organizations committed to working on the issues associated with the deteriorating conditions of faculty working conditions and the impact of these trends on the success of college and university students in the United States. A complete list of CAW members is available at www.academicworkforce.org.

Please feel free to download and distribute the issue brief.

Read more discussion about the story at Inside Higher Ed and the Chronicle of Higher Education.

Are schools mostly looking for professors of Renaissance or modern art? Does California have more teaching jobs than New York? Are there fewer open positions now compared to last year?

CAA’s Online Career Center, which publishes job classifieds in higher education and the museum world, is also an indicator of professional trends in the visual arts. In advance of next week’s Annual Conference, CAA has prepared basic statistics culled from this website, answering the questions above and giving members a sense of what job prospects might be like in Chicago and nationwide.

Using CAA’s two most recent fiscal years and the first half of the current one, this web-only article presents the total number of jobs posted in the Online Career Center, the top-ten specializations within studio art and art history, and the US states with the most open positions, among other facts. The article also compares the number of employers interviewing in Chicago to those at the Los Angeles and Dallas–Fort Worth conferences in 2009 and 2008, respectively.

Mary-Ann Milford-Lutzker is CAA’s vice president for committees. She is also professor of Asian art history, Carver Chair in East Asian Studies, and provost and dean of the faculty at Mills College in Oakland, California.

In line with CAA’s practice to update regularly its Standards and Guidelines for professional practices in the fields of art and art history, the Board of Directors approved three revised guidelines for art historians and a new one for academic art administrators at its meeting on October 25, 2009. This work was carried out by four task forces, established by CAA’s president Paul B. Jaskot and executive director Linda Downs, that were overseen by the Professional Practices Committee.

Professional Practices for Art Historians

Authentications and Attributions (2009): The task force appointed by President Jaskot established the need for a stand-alone and separate document for art historians regarding authentications and attributions of works of art. It was determined that no other issue is more urgent for, and its consequences so specific to, the welfare of the profession than dealing with inauthenticity and false attributions. Not only is the integrity of artists and collections at stake, but the economic well-being of art historians who engage in trying to separate the false from the true is also endangered.

Information about authentications and attributions formerly appeared in A Code of Ethics for Art Historians and Guidelines for the Professional Practice of Art History.

Guidelines for Curatorial-Studies Programs (2009): A growing number of colleges and universities across the country have instituted programs in curatorial studies. The revisions for the document, first published in 2004, are intended to help art departments and administrators organizing curricula and to aid faculty advisors and students determining which curatorial-studies programs are appropriate for an individual’s specific interests, abilities, and career goals.

Standards for Retention and Tenure of Art Historians (2009): This guideline, last revised in 2005, has been amended to embrace community and two-year colleges. Inclusion of community colleges into these standards will make this document relevant for art-history faculty who attempt to achieve the highest stands of professional practices in such institutions. It will also help to validate the objectives of professionals who have few peers to support them in their efforts to improve the practice of art history at their institutions.

Professional Practices for Academic Art Administrators

Standards and Guidelines for Academic Art Administrators (2009): This document will serve as a resource for emerging, new, and current academic art administrators, as well as benefiting other CAA members seeking guidance regarding the role of academic art administrators operating in a visual-arts context. The task force was made up of administrators from diverse geographical regions and varied professional experiences that included program directors, chairs and division heads, directors of schools of art, associate deans, deans, and vice presidents.

Acknowledgments

I want to thank all the members of the four task forces (listed respectively on the webpages of their Standards and Guidelines), who worked together to revise and create these Standards and Guidelines. In particular I want to acknowledge the work of Maxine Payne, chair of the Professional Practices Committee, who so diligently worked on all this material and encouraged each task force along the way.

Part-time faculty in the state of Oregon scored a victory late last month, when their state legislature overwhelmingly approved the Oregon Faculty and College Excellence (FACE) Act. The bill will provide access to healthcare insurance to part-time faculty at community colleges and universities through the Oregon Educator’s Benefit Board plan. The bill also requires schools to track and annually report on faculty staffing and salary ratios, to be reviewed by the legislature and governor.

The Senate vote was unanimous: 30-0; the House passed the bill 54 to 1. The FACE Act now goes to Oregon Governor Ted Kulongoski for his signature. Jillian Smith and Rob Wagner from AFT Oregon have the complete story.

Faculty and College Excellence (FACE), a branch of the American Federation of Teachers, is a national campaign that advocates for equity in pay and benefits for contingent faculty members through organizing, legislative advocacy, and collective bargaining. Another goal is to ensure that three-quarters of undergraduate courses are taught by full-time tenure and tenure-track faculty, and that qualified contingent faculty have the opportunity to move into such positions when they become available. The Oregon legislation is the first time that elements of FACE have been adopted by a state.

CAA has 135 individual and 21 institutional members in Oregon.

“My original source of income for the summer (teaching) has fallen through, so I am a bit desperate to find a job,” asks a graduate student of two career specialists at the Chronicle of Higher Education. In the form of a conversation, Julie Miller Vick of the University of Pennsylvania and Jennifer S. Furlong of Columbia University give excellent advice in the Career Talk section of the newspaper’s website.

Among the suggestions provided by Vick and Furlong:

• “If you have experience working with archives, approach museum and university archives in your geographic area to see if they need part-time help with any projects that align with your background”
• “Besides writing, editing and research, think about other areas in which you might build your expertise, such as Web design, graphics applications, computer programming that relates to your discipline, presentation skills, and foreign-language skills”
• “Be sure that you put together a timeline of things you’d like to accomplish this summer and into the fall”

Read the full article—and the entire column archives—at the Chronicle’s Career Talk section.