His piece is comprehensive, and you should read it, but short version: professors are split into tenure-track (30%, good pay and benefits) and adjunct (50%, bad pay and benefits). Another 20% are “teaching-track”, somewhere in between.
Everyone wants a tenure-track job. But colleges hiring new tenure-track faculty prefer newly-minted PhDs to even veteran teaching-trackers or adjuncts. And even if they do hire a veteran teaching-tracker or adjunct, it’s practically never one of their own. If a teaching-tracker or adjunct makes a breakthrough, they apply for a tenure-track job somewhere else. Devereaux describes this as “a hiring system where experience manifestly hurts applicants” and displays this graph:
Number of professors hired for tenure-track positions by how long it’s been since the candidate has gotten their PhD.
He focuses on the moral question: is this good (no), and how can it be stopped (activism). I appreciate his commentary but I found myself wondering about the economic question: why did the system end up like this?
Remember, “greed” isn’t an answer. Greed can explain why management pays some people low salaries, but not why it pays other people high salaries. What process carves off 30% of professors to get good pay and benefits, but passes over the rest? Also, given that some people will get good salaries, why shouldn’t it be the more experienced people?
Maybe this is all so obvious to Devereaux that he didn’t feel it needed explaining, but it’s not obvious to me. And I can’t find any existing discussion, so I’ll make a guess to start the conversation, and people who know more can tell me if I’m wrong.
Colleges want two things from their professors. First, they need them to teach classes. Second, they need them to do good research, raise the college’s reputation, and look prestigious.
Colleges want to pretend to students that the same people are doing both these jobs, because students like the idea of being taught by prestigious thought leaders. But they don’t want to actually have the same people do both jobs, because the most valuable use of prestigious thought leaders’ time is doing research or promoting their ideas. Every hour Einstein spends in the classroom is an hour he’s not spending in the lab making discoveries that will rain down honors upon himself and his institution. And there’s no guarantee Einstein is even a good teacher.
Solution: hire for two different positions, but give them the same job title to make things maximally confusing for students. Have them occasionally do each others’ jobs, so students get even more confused. You very conspicuously hire Einstein, and hold out the carrot of being taught by Einstein. But Einstein actually only teaches one 400-level seminar a year, and every other class is taught by the cheapest person able to teach at all.
The cheapest person able to teach at all is very cheap. The status draw of academia ensures qualified people will keep barrelling into it even if the expected pay and conditions are poor. So there will be a glut of qualified instructors, and colleges can hire them for peanuts.
But Einstein is expensive. In teaching, colleges just want to meet a bar of “able to do this at all”. But in research, colleges want to beat other colleges to hire the most prestigious people. That means if you’re the top PhD in your field, colleges will enter a bidding war to get you. And once someone has you, so on to the second-best PhD, etc. So here demand exceeds supply, and salaries stay high.
This could explain the tenure/adjunct distinction. Adjuncts are selling their ability to teach, tenured professors are selling their prestige, and colleges have decided they only need a certain amount of prestige before they stop caring and fill the other teaching positions with warm bodies. But they obscure all of this with similar job titles to trick students into thinking they’ll get taught by prestigious people.
But then why do they only hire inexperienced people? Why only people from outside their own institution? Here I’m even more confused, but a few guesses:
[ed. The above referenced Deveraux article here: Collections: Academic Ranks Explained Or What On Earth Is an Adjunct? (ACUP). See also: the Comments section for more interesting/personal perspectives:]Remember, “greed” isn’t an answer. Greed can explain why management pays some people low salaries, but not why it pays other people high salaries. What process carves off 30% of professors to get good pay and benefits, but passes over the rest? Also, given that some people will get good salaries, why shouldn’t it be the more experienced people?
Maybe this is all so obvious to Devereaux that he didn’t feel it needed explaining, but it’s not obvious to me. And I can’t find any existing discussion, so I’ll make a guess to start the conversation, and people who know more can tell me if I’m wrong.
Colleges want two things from their professors. First, they need them to teach classes. Second, they need them to do good research, raise the college’s reputation, and look prestigious.
Colleges want to pretend to students that the same people are doing both these jobs, because students like the idea of being taught by prestigious thought leaders. But they don’t want to actually have the same people do both jobs, because the most valuable use of prestigious thought leaders’ time is doing research or promoting their ideas. Every hour Einstein spends in the classroom is an hour he’s not spending in the lab making discoveries that will rain down honors upon himself and his institution. And there’s no guarantee Einstein is even a good teacher.
Solution: hire for two different positions, but give them the same job title to make things maximally confusing for students. Have them occasionally do each others’ jobs, so students get even more confused. You very conspicuously hire Einstein, and hold out the carrot of being taught by Einstein. But Einstein actually only teaches one 400-level seminar a year, and every other class is taught by the cheapest person able to teach at all.
The cheapest person able to teach at all is very cheap. The status draw of academia ensures qualified people will keep barrelling into it even if the expected pay and conditions are poor. So there will be a glut of qualified instructors, and colleges can hire them for peanuts.
But Einstein is expensive. In teaching, colleges just want to meet a bar of “able to do this at all”. But in research, colleges want to beat other colleges to hire the most prestigious people. That means if you’re the top PhD in your field, colleges will enter a bidding war to get you. And once someone has you, so on to the second-best PhD, etc. So here demand exceeds supply, and salaries stay high.
This could explain the tenure/adjunct distinction. Adjuncts are selling their ability to teach, tenured professors are selling their prestige, and colleges have decided they only need a certain amount of prestige before they stop caring and fill the other teaching positions with warm bodies. But they obscure all of this with similar job titles to trick students into thinking they’ll get taught by prestigious people.
But then why do they only hire inexperienced people? Why only people from outside their own institution? Here I’m even more confused, but a few guesses:
by Scott Alexander, Astral Codex Ten | Read more:
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"I'm an academic and I can point out a few factual clarifications:1. There's R1 (e.g., Ivy+, Stanford, MIT, ...) and not-R1 (typically liberal arts) institutions. Tenure-track professors at R1 institutions are hired to do research and the teaching is incidental. It's flipped at not-R1 institutions. I _believe_ tenure-track professors teaching at R1 institutions is mostly a historical accident that got cemented into every part of the tenure/promotion/grant process so it's basically impossible to change at this point.
2. There's also STEM/not-STEM. As a concrete example, the top-4 CS programs don't hire adjuncts in the way you think about them (e.g., Andrew Ng is adjunct at Stanford but this is just to keep him affiliated with the University). This dynamic is very different in non-STEM.
3. In STEM, the University puts in substantial resources to grow tenure-track faculty (startup packages go from $500k and way up).
4. Poaching does happen a decent amount. You just don't really hear about it much because tenured professors have it very nice and there's no need to complain about the processing."
