unionized faculty. At most other universities, faculty associations entered into formal agreements with the university that established similar tenure, promotion and appointment policies that cannot be modified without the agreement of both the association and the university. Collective agreements also define the bargaining unit, essentially determining who is a member of the union and who is not. At most universities the faculty union includes all full-time, tenure stream faculty and, not infrequently, librarians. In some cases the same union represents full-time faculty who do not hold tenure-stream positions, or, in a more limited number of institutions, a parallel category of appointment that emphasizes teaching. The collective agreement also defines the line between academic peers and university management. In all cases department heads or chairs are defined as members of the bargaining unit, and the mechanism for appointing or electing these positions is enshrined in the agreement. Deans of faculties are excluded from the bargaining unit, and positioned as university management. To some extent the agreement also defines the roles of both chairs and deans in key faculty decisions by specifying their roles, responsibilities, and discretion within appointment, tenure and promotion policies (Boyko & Jones, 2010). The reform of university governance and the rise of unionization in the 1960s and the 1970s led to key changes in the Canadian university context, including the development of participatory governance structures where faculty and students were members of boards and senates, and collective bargaining which defined faculty appointments and faculty “traditional” work, through tenure and promotion policies. I will return to these points after briefly reviewing some findings from recent research on the professoriate in Canada. The Academic Profession in Canada: Recent Research
unionized faculty. At most other universities, faculty associations entered into formal agreements with the university that established similar tenure, promotion and appointment policies that cannot be modified without the agreement of both the association and the university. Collective agreements also define the bargaining unit, essentially determining who is a member of the union and who is not. At most universities the faculty union includes all full-time, tenure stream faculty and, not infrequently, librarians. In some cases the same union represents full-time faculty who do not hold tenure-stream positions, or, in a more limited number of institutions, a parallel category of appointment that emphasizes teaching. The collective agreement also defines the line between academic peers and university management. In all cases department heads or chairs are defined as members of the bargaining unit, and the mechanism for appointing or electing these positions is enshrined in the agreement. Deans of faculties are excluded from the bargaining unit, and positioned as university management. To some extent the agreement also defines the roles of both chairs and deans in key faculty decisions by specifying their roles, responsibilities, and discretion within appointment, tenure and promotion policies (Boyko & Jones, 2010). The reform of university governance and the rise of unionization in the 1960s and the 1970s led to key changes in the Canadian university context, including the development of participatory governance structures where faculty and students were members of boards and senates, and collective bargaining which defined “traditional” faculty appointments and faculty work, through tenure and promotion policies. I will return to these points after briefly reviewing some findings from recent research on the professoriate in Canada. The Academic Profession in Canada: Recent Research
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