I want to share something Dr. Lester shared with me from InsideHigherEd (link below). I think this highlights my organizational problem very succinctly. A community college in Texas, struggling to find adjuncts to teach classes (but not wanting to go over their cap on adjunct hours), now allows adjuncts to teach more, but only if they sign a statement saying that they are not teaching more hours. How crazy is that?
Reading this article from a human resources perspective, this solution to the adjunct cap seems to be creating a real nightmare for the college. The problem itself is an HR problem, or at least would appear to be to those who have not taken CTCH 622.
I would enjoy hearing any feedback on this!
InsideHigherEd => http://www.insidehighered.com/news/2008/09/11/adjunct
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2 comments:
I thought I posted, but I guess I didn't save my comments... I laughed out loud when I read your post. How moronic. Would love to learn what the TRUE motivation is for making folks sign off on this -legal reasons? I can't imagine.
Isn't that like making folks go on furlough, but still expect them to work? That happened to a friend of mine, her spouse was furloughed, but he was told that he still needed to perform his duties (he maintained the network at a university). He had to sign off that he accepted the furlough however. Hmmm - lawsuit?
This article goes against the HR framework. One of the basic assumptions is that that the organization exploits the talents of its employees and the employess exploit the organization for their needs. In this case the community college is exploiting the employee. The employees become vicitms and receive no benefit.
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