Higher Education ESP --
Building a Quality Workforce

21st Century Challenges for Higher Ed ESP

Funding and Budget Issues Unique to Hgher Ed 

Some of the budget and funding issues that affect higher education institutions are unique to their particular situations. Many institutions are endowed with private funds but also get public money. Only about 5% of NEA Higher Ed ESP are employed at completely privately-funded schools. Most higher education institutions are at the mercy of state budgets (and now more than ever, state budget deficits), so public funding to institutions is being drastically cut. This creates a vicious cycle: In order to try and make up shortfalls, tuition and fees may be increased and more private sources of funding pursued. Indeed, this is one of the pressures for privatization of higher education.

When considering funding and budget issues for bargaining, Higher Ed ESP need to understand the difference between restricted and unrestricted funds, and the ability and limitations of institutions to shift dollars across funds. When an institution's current fund shows a deficit, this could indicate that the school is in financial trouble, or that it is in excellent shape and the deficit is the result of transfer of monies to other funds.

Dealing With the "Disconnect" Between Faculty and ESP

In many institutions, the working environment between Higher Ed ESP and faculty is one of trust and collegiality. However, for others this is not the case -- as sometimes occurs between teachers and ESP in K-12, there is a "disconnect" of sorts that may hinder cooperation and communication. On the higher education level, maintaining a connection and support system between faculty and ESP requires an ongoing and somewhat more vigilant effort.

In many states the faculty bargain first or "get the best bargain" from the administration, and Higher Ed ESP are left to fend for themselves. In some states, like Alabama, the health and benefit packages are mandated by the state, so they are the same for all employees, faculty and ESP alike. In other states, like Maine, ESP are required to pay more out-of-pocket costs for their health care packages then the faculty. When different units on one campus are represented by different unions, it weakens the employees' bargaining power and gives the administration a tremendous advantage. As a result, each unit may have a different benefit package. The more inclusive and coordinated the process is, the better the outcome for all groups involved. This is as true for Higher Ed ESP and faculty in a higher education institution as it is for K-12 employees.

"New Employee Apathy" & the Veteran Professional

There are many aspects of the higher education environment that are unique. One of them is a challenge that is created by tuition breaks and free classes that are sometimes given by administrations as part of a benefit or compensation package. This important benefit has been fought and bargained for by unionized Higher Ed ESP. Many veteran Higher Ed ESP can remember when this type of benefit did not exist.

Many individuals have been attracted to ESP jobs specifically because of these benefits. Sometimes, however, it seems that newer employees take ESP positions only to take advantage of these benefits. As a result, there is tremendous turnover of employees, creating challenges and difficulties for those ESP veterans in professional career tracks.

In order to counteract this phenomenon, ESP locals must proactively and positively recruit and train new employees in order to convince them that a professional career track as an education support professional is the best course. Even if newer employees are not interested in remaining as part of the education support team and have another career track in mind, ESP locals need to identify the real challenge, which is to recruit them as loyal and active members while they are employed. Regardless of the length of their employment, all ESP benefit when everyone becomes a local member and is included and active, no matter how long they remain as employees.

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