As many of you know, the University has an agreement which manages its employment relationship with graduate student employees (ASE's). The union representing ASE's is an affiliate of the United Auto Workers, the Academic Student Employees union. Faculty have a key role in this process as supervisors of their Teaching Assistants. This article is designed to alert you to your role as a supervisor and to help you avoid pitfalls and time consuming disputes and grievances.
SUPPORTING QUALITY PERFORMANCE
The best way to support top ASE performance is to be clear about expectations
and to give clear and immediate feedback. Probably the best thing you can do,
as a supervisor, is to have a discussion with your employee/ASE at the outset
of the assignment and clearly explain your expectations. Open dialog can be
the most effective component of a successful working relationship. A "Supplemental
Document" that outlines the duties assigned and other job information is
required by the contract and can be used as a convenient tool for outlining
your performance expectations. These expectations may also serve as your criteria
for evaluating the Teaching Assistant's work performance.
HIRING
The contract spells out procedures for hiring an ASE. A Faculty member is responsible
for recommending graduate students for hire and for informing department or
division staff early of those recommendations. In addition, Faculty are advised
to be clear with graduate students that any discussion of a job offer is contingent
on a formal appointment letter from the department or division. Consult with
your Department Chair or Division Office BEFORE promising a job to a graduate
student.
TEACHING ASSISTANT WORKLOAD
One of your key responsibilities, as a supervisor, is to assign an appropriate
workload and then to assist TA's in the management of their workload if problems
arise. Normally, TA's are appointed at "50% Time." There are a few
things that are important to keep in mind:
· You may not assign more work than can reasonably be expected to be
completed in 220 hours during the quarter, proportionate to the percent appointment;
· A TA should be able to accomplish the assigned work in an average of
20 hours per week; and
· You may occasionally assign more than 20 hours of work in a particular
week, but you should not assign more work than can reasonably be accomplished
in 40 hours in any week. (See Article 30 of the contract for more detailed information
on workload.)
Note that the contract focuses on the number of hours of work assigned, not
the number of hours actually worked. It is the responsibility of Faculty to
assign workload in compliance with the contract. TA's may challenge the workload
assigned through an internal review process outlined in the contract.
It is important to keep in mind that Faculty now have two relationships with Graduate Students and that the employment relationship has certain requirements, nuances and concerns governed by a collective bargaining agreement. However, as with any human endeavor, exercise of common sense and full respectful communication leading to mutual understanding is key to a successful working relationship. As issues arise, your academic division staff as well as the Academic Personnel Office and Labor Relations are ready to assist you.
The UC-ASE/UAW contract with the UAW, you may be viewed it online at:
http://atyourservice.ucop.edu/employees/policies/local_contracts/ase/ASEUCSC2.pdf
For more information contact: Rick Humm, Principal Labor Relations Consultant
Tel. (831) 459-2143 Email: rphumm@cats.ucsc.edu