The dirty work of academia: Why do so many university administrators refuse to teach?

At some point, lots of deans, provosts and presidents stopped identifying primarily as faculty colleagues focused on supporting academics and embraced the role of elite business manager. This shift is, of course, reflected in the astonishing CEO-like salaries commanded by many of these folks as well as the increasing distance they place between themselves and the hands-in-the-soil work of being a professor: research and teaching. Many university administrators have come to function like distant factory bosses who emerge from air conditioned offices from time to time to stroll between the machines, awkwardly quipping with workers, and then summarily issuing orders to speed up the production line. That these specialized academic managers and foremen might dirty their own hands by descending into classrooms, labs or library archives is such an absurdity that my recent proposal to administrators at my institution that they might help teach in this tempestuous coming school year fell on deaf ears. It was, I guess, as if I’d suggested that the CEO of Disney consider cleaning up the vomit on Mr. Toad’s Wild Ride.

My proposal was simple enough, meant both to help shore up instruction in the wake of layoffs and to address the growing crisis in faculty morale, including a sense that admin is increasingly out of touch. If we are to take seriously both the spirit of shared sacrifice and the imperative to provide students with the best possible classroom experience, I wrote, shouldn’t we do more than simply push additional labor onto already beleaguered faculty (as seems to be the plan right now). With so much campus activity suspended by the pandemic, many, perhaps most, of the usual campus events and responsibilities that occupy administrators’ time are unlikely to take place in the coming year. Why not refocus their energy back into the classroom? Since the university may, in fact, be able to promise students nothing more than an academic experience this coming year — with athletics, cultural events, and other activities indefinitely sidelined — shouldn’t each of us be prioritizing academic teaching and research?


Sadly, none of the administrators to whom I directly addressed my proposal even acknowledged receiving it, though scores of faculty members with whom I also shared it responded with great enthusiasm. Several faculty colleagues even called it a “a great idea” underscoring how radical the notion of being a teacher-administrator has become. Apparently, many administrators have so fully embraced the notion that their role is to stand on the sidelines, scrutinizing and judging faculty research and teaching without, you know, actually doing it themselves, that my proposal seems utterly preposterous. With some important exceptions, it seems, public university higher administration has evolved into its own separate professional class, which, like its corporate role model, comes with its own MBA-inspired uniforms, silly jargon, and the imperative to maintain distance from working grunts. That is, of course, unless rubbing elbows with the hoi polloi is part of a scripted performance of noblesse oblige. The sheer fact that many administrators wax so poetically about student-centeredness and vibrant intellectual engagement, while having forever turned their backs on their own classrooms and research labs, speaks volumes. At some point along the way, the academic labor of teaching and research seems to have become menial dirty work — no wonder so much teaching has been dumped onto poorly paid part-time instructors — with the increasingly corporatized script of today’s elite administrators specifying that they keep their hands squeaky clean.

Just in case anyone assumes that my proposal was such a disingenuous howler that it did not even deserve a reading, I’ve included it below. And in my narrative I also anticipated some likely objections to it, for example, the trusty truism that administrators are SO VERY, VERY BUSY, you know, unlike the rest of us. I suggested that foisting more teaching onto faculty, while the teaching skill and energy of administrators languishes, would subvert instructors’ attempts to prepare for the as yet unknowns and ongoing upheavals of Fall and Spring teaching. Further, because many students are disoriented by the pandemic, they will need even closer faculty attention. Finally, as noted above, many of administrators’ usual responsibilities will dissolve if, as is almost certainly the case, most campus activities are prohibited or restricted. If our university’s true goal is to enhance instructional quality and student experience, I concluded, then my proposal should be taken seriously. However, if the true aim of administrators were, even in part, to punish faculty perceived to be “lazy” by speeding up the teaching credit production line, then my proposal should be summarily rejected.


As I said, though the administrators to whom it was addressed did not reply, my proposal resonated with lots of faculty. This is not surprising, especially when I consider how the idea of getting administrators back into the classroom occurred to me in the first place: As I worried about how my own department might deal with quite specific threats of a workload speed up in the fall, it dawned on me that one of the very few people on campus who might be able to retool to teach a popular, but specialized, course that I developed and teach is the professor-dean of my college. Given her strong background in, and publicly expressed commitment to gender equity, diversity, and science, combined with her reputation as an effective teacher, it occurred to me she might even be eager to return to the classroom this Fall in the spirit of pulling together to prioritize academics. I concluded by offering that “I would be happy to help her prepare to teach ‘Race, Gender, and Science,’ and also hear her suggestions for improving the course.”

The response? Crickets. Not only are some administrators too busy-and-important to directly participate in their universities’ purportedly core academic missions, some are, apparently, too busy to even entertain the possibility that they might do so. This would probably be far less troubling to me, and many other faculty, if we hadn’t already been nursing suspicions and misgivings about this whole elite administrator schtick. I mean, if our universities are transformed into ghost towns as this pandemic lingers, students and professors having been driven into exile by “sensible budget cuts,” don’t you half expect this cadre of VIPs to still be wandering around in suits and ties hawking their strategic plans? Let’s tell the truth: Politicized and corporatized bosses, managers, and football coaches elbowed academics off stage years ago. The fact that, in 2020, so many administrators refuse to do the very same work that they harangue faculty to do more and more of, the very work, mind you, that they too trained to do, should surprise no one. After all, how many fast-food CEOs will ever touch, let alone consume, the greasy burgers their workers are paid a pittance to churn out?

The proposal in a nutshell: WMU’s Students First Teacher-Administrator Initiative

Slogan: “At Western Michigan University, faculty, staff and administrators join forces to guarantee student access to the academic expertise and attention they deserve!”

Summary: For both the fall and spring terms of AY 20-21, all presidents, provosts, deans, and chairs (including vice presidents, vice provosts, and associate or assistant deans) will prepare and teach no less than one course for the department(s) that can best make use of their particular instructional expertise. Further, no regular faculty member shall be subject to having their regular teaching loads raised until the untapped teaching labor of administrators has been distributed. Administrators who, for objectively compelling reasons, are unable to contribute their teaching labor, will take temporary pay cuts or voluntary furloughs to free up funds to compensate term or part-time instructors who can responsibly provide course coverage in their place.

Pandemic 2020: Let the university hunger games begin!

Does anyone wax longer or louder about respect, transparency, diversity, and equality than university presidents, provosts, and deans? For decades, at commencements, convocations, retirement ceremonies, and ribbon cuttings, we have been serenaded by one misty-eyed official after another reminding us of the unutterably precious value of our unique voices. These are not just pretty words, we have long been assured, but values rooted deeply in the shared governance structures that underlie our universities in the form of faculty senates, collective bargaining units, and enough faculty committees to make our heads spin. Our universities, with their enlightened and compassionate leaders, their egalitarian and rational decision-making processes, are oases in the midst of the nation’s MAGA barbarity, right? Sure, we have our ethical challenges, but no one can question the basic decency of our institutions, can they? No wonder it has been a shock for many of us that the moment times got really tough, some of our universities set out to stage their very own hunger games.

The premise is simple enough: A powerful, centralized oligarchy forces subjects to “volunteer” for an elaborate killing game intended both to solidify dependence and obedience, and to entertain the elites. Not only are subjects compelled to send their children into these orchestrated killing fields year after year, but they are expected to do so willingly, to dress up, smile, and join in the festivities surrounding the games. They are required not only to surrender their lives, then, but their own consciences and voices of protest as well. As deadly as the games are, their larger purpose has more to do with killing peoples’ spirits than their bodies. Though I have read lots of dystopian novels, I was especially moved by this aspect of The Hunger Games when I finally got around to reading it a few months ago. I could not shake the image of otherwise proud people coerced by artificially induced scarcity into killing one another while pampered elites looked on, sipping champagne and placing bets on who would be left standing at the end.

I was primed by my reading of The Hunger Games, then, to pay special attention when my institution, Western Michigan University, began listing and picking off its “non-essential” employees just a few weeks into the pandemic crisis, the first of many devastating personnel decisions that have emerged since. Hundreds of “expendable” employees have now been laid off and hundreds more have been told to expect our marching orders in the coming weeks, according to lists that have already been compiled and are being scrutinized by other inner-circle administrators behind tightly closed doors. Carefully choreographed, stylized messaging from presidents, provosts, and deans insists that this is all necessary for the good of the whole, and that we must do our duty and somberly accept these edicts. After all, these decisions have not been easy. In fact, they have kept the president up at night and been heartbreaking for the deans. Can’t we see the terrible position they are in, under extraordinary pressure from even higher ups, huddled in their private chambers, compiling human elimination lists to be shared with us when they’ve decided it’s the right time for us to know?

As with the hunger games of fiction, the damage here isn’t only to people’s lives and livelihoods, but to their hearts and minds. We, the remaining subjects of this newly authoritarian realm, are expected not just to live with whatever decisions spew forth from our “leaders,” but to get on board. In the spirit of shared sacrifice, we are expected to return as cheerleaders for our university in the Fall once the bodies of our faculty and staff colleagues have been cleared away. After all, didn’t the president and deans themselves accept voluntary pay cuts of five or ten percent? Well, no, those symbolically small cuts haven’t actually gone into effect yet but they will in a few months. You know, probably. Meanwhile, like the traumatized subjects of the eleven districts outside the pampered capitol city, we remaining university faculty and staff whisper among ourselves, knowing we should speak up, but terrified that it might be our own head next on the chopping block.

For example, though I belong to one of the most “protected” employee groups on campus, I assume that the letters of concern I sent recently to administrators have placed my career in even greater danger. After all, their decisions to not even acknowledge my messages were surely not intended to reassure me that my voice is still needed at this university, if, in fact, it ever was. And though I know, as we all do, that these administrators are, themselves, being pressed by even higher level “bosses,” this does not erase their basic ethical responsibility to me and the other faculty and staff entrusted to their stewardship. Partly because so many professors routinely remind our students that “just following orders” is a poor excuse, we have a hard time buying this when it comes from our intelligent, remarkably well-compensated, administrators.

It isn’t just those who have drunk the Kool-Aid who are now apologists for these clearcutting sprees by administrators desperate to meet budget targets based on rationales from higher up so obscure that even they themselves may barely understand them. As is nearly always the case with systematic injustice, elite administrators must leverage longstanding inequities between employees to meet their goals. At universities, there is often a sort of petty bourgeoisie of middle managers who help rationalize elite excess and soften resistance from below. Such complicity and accommodationism is critical because it helps obscure the fact that there is no actual necessity to the cruelty unfolding on our campuses. Our very real budget crises don’t require us to suddenly devolve into a Game of Thrones bloodbath. For example, my colleague, Charlie Kurth, describes a progressive furlough approach that could help us weather this situation and emerge even stronger in our fundamental social justice values than before. But try sharing these more progressive, compassionate, egalitarian strategies with your university administrators. Their responses, or lack of them, may be the quickest way possible to learn what, deep down, this horrific spectacle we’re being required to enact is really all about.