If, as the 19th century British peer and advocate of liberty Lord Acton once wrote, “power corrupts and absolute power corrupts absolutely,” then we are witnessing the truth of this maxim in the insouciance with which University of Minnesota President Rebecca Cunningham proposed the annual operating budget for 2026.
As the Minnesota Star Tribune reported, not only are our undergraduate students confronting the double whammy of a significant rise in the cost of education with increases of 6.5% for in-state tuition on the Twin Cities and Rochester campuses and 7.5% for out-of-state Twin Cities tuition, and a reduction in instructional choices, they are also being misled about the ways the call for tightening belts and loosening wallets disguises Cunningham’s proposal to reallocate 7% of the budgets of University schools and colleges toward “administrative costs.”
In effect, this will lead only to bloating the salaries of University administrators at the expense of the students and the core mission of the University: teaching.
That all of this is being done in the name of protecting the University from the challenges posed by uncertainties in the federal funding landscape, the fallout from President Donald Trump’s tariffs and hostility to higher education among conservatives, is perhaps the biggest irony.
More irony accompanies the rationalization Cunningham and Gregg Goldman, executive vice president for finance and operations at the University, offered in their public response to criticisms of the proposed budget, referring to themselves as the “stewards” of the University’s future fortunes, even as they demand cutbacks to every academic program.
It is the surest sign, at any rate, that Cunningham is determined to pursue her own version of “Trumpthink”—an updating of Orwellian doublethink for our times.
Having been ceremoniously paraded in from that other university in the Big Ten with an “M” in its name, Cunningham is bent on exercising her power in ways that defy the actions of our university’s past presidents and Board of Regents’ policies pertaining to faculty consultation and shared governance.
As my colleague Michael Gallope said to the Minnesota Star Tribune, the proposed budget “transfers way too much money to administrative excess — branding, marketing and the vague jargon of ‘strategic investments.’”
In Washington, Trump thumbs his nose at the laws of the land, trampling over the citizenry and its rights. Cunningham appears to be following suit here by allocating the extraordinary amount of $74 million to her own office for “discretionary” purposes, according to an AAUP University of Minnesota, Twin Cities town hall presentation.
Untrammeled by concern for the true plight of students or the fate of our state’s flagship institution of higher education, she is proposing to push through a budget that purports to ready the University for the hard times to come. It instead reinforces her own sense of executive privilege and absolute power.
For many years, the University’s motto has been “driven to discover,” though the reality now is that the administration is driven to cover for the displacement of education by agendas external to any form of discovery.
There have been times in which what goes on in the president’s office has elicited indifference and generated the perception that we have very little to do with it. But this cannot be one of those times.
For it would be a mistake to think the University’s decisions about its budgetary priorities can be left to those who make us wonder whether the proverbial fox is in charge of the chicken coop.
Keya Ganguly is a professor in the Department of Cultural Studies and Comparative Literature. She teaches film, cultural studies, postcolonial studies and critical theory.
Name
Jul 2, 2025 at 11:47 am
Prof Ganguly, thank you again for writing such a provocative OpEd!
Get Real – no offense, comrade, but your comments here come across as though you don’t believe me when I describe my experience. It’s great that you’re so skilled with data and potential scenarios, though. Very impressive.
I intentionally phrased a question in a certain way in order to get you to respond and you did. I did this in the spirit of making productive conversation in comments section, not to misstate or deflect. It’s not easy to build trust in this space but we certainly got to know each other a little better.
Safe travels, Get Real!
Get Real
Jul 1, 2025 at 11:39 am
Unfortunately, I will be signing off from the conversation due to upcoming travel and other commitments. I will (for now!) leave the last word to others in their future responses.
@Name, I’m confused at some of the language you’re using to describe the relative impacts of merit pay increases versus COLA, and again, some of the details feel a little ‘off’ to me. For example, I don’t quite understand what is meant by some employees earning “over COLA” and others earning “under COLA.” Can you help me understand? Do you mean that some high-performing employees can earn merit raises (as a %) that exceed inflation (as a %), while other employees earn merit raises that might be lower than inflation. If so, I agree that this is a possible outcome of merit pay versus COLA. But this doesn’t have anything to do with one’s salary in absolute terms. One can receive a raise that “above COLA” or “below COLA” anywhere along the entire pay scale. For many at the U (and other employers too), the advantage of merit over COLA is that — in principle at least– it is a way to incentivize and reward high performance. Whether or not this is true, and whether or not the net benefit of rewarding high performance offsets any perceived inequities, loss of morale, etc that may arise as a result, is debatable. I suspect CLA — and certain units within CLA — might land in a different place in this debate than many other units.
Because these issues are ultimately quantitative, I want to turn to running some actual numbers. COLA is typically a percentage pay raise tied (in some way) to cost of living increases that is applied equally to employees. It’s designed to help employees maintain their purchasing power in the face of inflation. Am I right that in higher ed, labor unions often negotiate for COLA in lieu of merit pay increases for their represented employees, or maybe some combination? Let’s look at some scenarios using 15 years of historical data on the COLAs computed by the Social Security Administration (SSA) as a benchmark for what a COLA might have looked like here at the U compared to the merit pool raises over the same time period. I’m sure there are actual data to be found in labor contracts. Maybe someone can add those numbers to the conversation and provide their sources for verification purposes.
Here are the relevant data and sources I will use for now:
SSA COLA data (2010-2024)*: [0.0%, 3.6%, 1.7%, 1.5%, 1.7%, 0.0%, 0.3%, 2.0%, 2.8%, 1.6%, 1.3%, 5.9%, 8.7%, 3.2%, 2.5%]
(*Google “SSA Cost-Of-Living Adjustment (COLA)” for the data. URLs are not allowed.)
Merit pool data (2010-2024)**: [2.0%, 0.0%, 2.5%, 2.5%, 2.5%, 2.0%, 2.5%, 2.0%, 2.0%, 2.3%, 0%***, 1.5%, 3.9%, 3.8%, 3.0%]
(**Extracted from the dockets from each June Board meeting over the past 15 years.)
(***Due to COVID in 2020, employees earning > $60,000 took a pay cut; those earning < $60,000 saw no increase or decrease in pay.)
Between 2010 and 2024, the median SSA COLA was 1.7% (average=2.5%). According to Board of Regents dockets, the median merit pool increase over this same time frame has been 2.4% (average=2.2%). Those numbers are pretty similar!!!! Have labor-represented employees at the U earned raises that are significantly above an average of 2.2% between 2010 and 2024. (I haven't had time to look this up. I hope someone will respond with the actual data on a year-by-year basis and provide their sources for that data so that we can all see the numbers.)
Assume for now that hypothetical COLA's at the U were the same as those calculated by the SSA between 2010 and 2024. The question is this: How might differences between COLA raises and merit raises translate into changes in salary over time? Consider these two scenarios for two hypothetical employees who each earned $50,000 in 2009.
Scenario 1: In this scenario, assume the employee receives an annual pay increase that equals the merit raise pool each year (i.e., this is an "average" employee who gets the "average" merit pay increase). Further, assume that they do not have to pay union dues because they are not labor represented. This employee's salary would have increased from $50,000 in 2009 to $67,843 in 2024.
Scenario 2: In this scenario, assume the employee belongs to a union that has negotiated an annual COLA that tracks the SSA COLA each year. Assume further that the employee pays 1% of their gross income in union dues each year. Based on SSA COLAs — and taking into account paying 1% in union dues each year — this employee's salary (minus union dues) would have increased from $50,000 in 2009 to $61,644 in 2024. If they could have received the annual COLA without belonging to a union, their salary would have been $71,674 in 2024. So over this 15-year period, annual union dues of 1% amounted to about $10,000 for this hypothetical employee.
Under these two scenarios, the non-union employee who gets the average merit raise each year ultimately does better over time. The employee getting COLA would have done better if they had not had to pay union dues. But when factoring in the cost of being a union member, they do worse getting COLA compared to the average merit pay in these two scenarios. So several factors need to be part of this discussion always:
(1) How different (really) are average merit raises and COLAs on a year-by-year basis?
(2) Are there any biases within a unit that systematically awards higher merit raises to certain types of employees over others?
(3) If it takes forming a union to bring about COLA instead of merit, how much better off are employees after subtracting anything they pay in union dues?
Obviously, there are a LOT of assumptions built into the two scenarios outlined here. I've tried to be explicit about the assumptions, and I've provided sources for the data I've used. I trust that anyone weighing in on this conversation will do the same. If my data are correct and my assumptions reasonable, then I'm not sure I understand the assertion made in your comment: "merit pay vs COLA leaves us earning something like $20k below COLA each year; the longer you work here on a certain kind of P&A contract, the less you’re paid." It doesn't seem that using real data and reasonable assumptions supports this in any robust way. What am I missing? I'm genuinely curious. Please help me understand using a quantitative approach.
I can think of two critically important ways merit raises might chronically underperform COLA raises for some non-labor employees.
First, if Deans and department heads/chairs regularly bias their awarding of merit to certain types of employees (e.g., toward tenure track faculty and away from non-tenure track instructors), this could disadvantage some employees to the benefit of others. That would be bad.
Second, if non-tenure track instructors on 9-month contracts don't see year-to-year merit increases, then this could result in stagnant wages. If that's the case, then that is really problematic!! This would be one more compelling reason to have multi-year contracts used more widely (which they should be!), and these should also include annual raises.
But here again, I'm left wondering: do these two issues reduce the problem to one Deans and department heads/chairs could have been working to solve for quite some time?? If these issues are bigger problems in CLA than in other colleges, which they seem to be, why is this not an issue for the CLA Dean and department heads/chairs to solve?
Thanks for the conversation. Signing off.
Get Real
Jul 1, 2025 at 10:55 am
@Name — I feel like I also need to address something you did in response to my earlier comment questioning your estimate of the number of instructional staff at the U. In your initial post, you claimed there were “thousands of non-tenure track instructors.” Based on my questioning of this number in a previous comment with reference to a data source, you now claim, “There are, indeed, thousands of P&As, some of us teach, some are librarians, counselors, researchers, advisors or football coaches.” But this doesn’t feel like an open and honest dialogue based on the actual facts. You have now enlarged your reference group of employees well beyond the initial “thousands” of “non-tenure track instructors,” apparently to maintain an ability to claim that there are “thousands.” But your original claim that there are “thousands of non-tenure track instructors” remains factually inaccurate. Can we both acknowledge that? Resorting to hyperbole and shifting positions are not a useful way to have open and honest discussions on important issues. Again, words matter in these sorts of discussions.
Get Real
Jul 1, 2025 at 10:51 am
@Name — You’ve misstated my inquiry to TT CLA Prof. It’s impossible to know whether that is an honest mistake on your part, or whether it is an attempt both to deflect from their answering of my question and to assign a position to me that you simply cannot know whether or not I hold. I will assume you’ve made an honest mistake.
The question I posed to TT CLA prof was in regards to their suggestion that the University should “STANDARDIZE PAY across faculty of all ranks without regard to tenure status” (emphasis mine). Their suggestion is about standardizing “pay” not standardizing “compensation protocol,” as you’ve suggested in your most recent comment. Those are two very different things, and on that much I hope you can agree. Words matter in these sorts of discussions.
Name
Jun 29, 2025 at 4:56 pm
@ Get Real
I hope you’ll share more of your perspective as you continue to ask questions. What is your position on paying everyone a fair wage no matter where or what they teach? Should everyone who works at the U of Mn earn at or above cost of living? Why or why not?
Would you mind sharing any concerns you might have about full professors in the Law School or the Medical School, an assistant professor in a CFANS department (e.g., Soil Science) and a P&A Instructor in a CLA language department (e.g., Spanish & Portuguese Studies) all earning a fair wage as part of a standardized compensation protocol?
Your direct and honest responses to these questions would be quite enlightening and I thank you in advance for sharing.
Get Real
Jun 26, 2025 at 5:06 pm
@TT CLA Prof — Thanks for your perspective and for joining the conversation. I was struck by your comment that, “The solution, of course, is just to standardize pay across faculty of all ranks without regard to tenure status. But tenure-track faculty too often fall into the elitist trap of thinking they’re more deserving of high salaries than their peers and certainly more deserving than equally-qualified P&A faculty.” Can you please clarify? You seem to suggest that pressures on salary from the external job market should have no influence on how the U pays its faculty. Are you suggesting that, say, tenured full professors in the Law School or the Medical School should be paid the same amount as an assistant professor in a CFANS department (e.g., Soil Science) and a P&A Instructor in a CLA language department (e.g., Spanish & Portuguese Studies)? That would be “across faculty of all ranks without regard to tenure status” would it not? (Please note, I’m simply using these examples to illustrate what is likely the existing continuum between the highest-paid and lowest-paid faculty on campus today.)
Name
Jun 20, 2025 at 3:18 pm
Thanks for your questions and curiosity, Get Real. And for your first paragraph in your most recent comment. I appreciate you taking the time to talk this over.
If you’re just doing surface searches of publicly available data, you might miss a lot of nuance that really, really matters. If you have time and inclination, and you haven’t already, you might find it informative to explore the changes to PELRA that went to effect about this time last year. Search ‘UMN PELRA reform petition’ for fastest results re: how PELRA reform affects workers at the U (vs. other workers in the State).
In case you didn’t know, merit increases are usually around 2% or less except for once after the pandemic and just recently, when the atypically high rate of 3% merit was awarded. Using merit pay to increase wages instead of COLAs is a form of wage theft because merit pay falls further behind inflation over time. For people like me, and there are many people like me, merit pay vs COLA leaves us earning something like $20k below COLA each year; the longer you work here on a certain kind of P&A contract, the less you’re paid. Workers earning more than $100k a year, well over COLA, get merit pay but they likely don’t feel the wage theft as acutely as someone earning in the $40k-$60k range over 15-20 of service. There are, of course, many P&As earning over $100k, good for them! There are many who are earning way below COLA and that can change, it needs to change.
There are, indeed, thousands of P&As, some of us teach, some are librarians, counselors, researchers, advisors or football coaches. Some P&As work in CLA, some in CSOM or CSE, et al. P&A contracts are an intentional jumble of titles, language and wages, as you will see the more you explore the PELRA reforms.
When you ask HR for wage data, for example: how long has someone worked here, how much do they earn and is their wage COLA compliant or not, at one point are they eligible for phased retirement? HR will tell you they don’t track that data. Or, HR will give you so much data you need a specialized degree to parse it. Basically, we need to do a hand count by dept to get the information HR won’t or can’t share, even when asked nicely and from a place of stewardship and a desire for equity and inclusion to be default, to be best practice. It’s a bizarre way to administer all that money and it’s a terrible way to treat workers at what is touted as one of the most important institutions in the State.
Depending on where you are / where you work in academia, your awareness of the hyper local complications that get in the way of equity on a number of levels, pay being one of them, might be different from mine. Chairs and Deans should not be in charge of distributing wages based on rules from the very top, which more and more often, ends up being HR. Most Chairs and Deans struggle, personally and professionally, with the task of distributing merit pay. The merit review process is cumbersome and complicated and leaves many P&As unwillingly complicit in arguing for our own recurring wage cuts. Having Chairs and/ or Deans distribute merit pay creates a bundle of issues. Paying folks based on COLA would spare a lot of people a lot of work and stress. Anytime you ask a Chair about merit pay, they say “HR said so.” Do I have a problem with merit pay? No. I have a problem with merit pay being used instead of COLAs. It was Gov Pawlenty who froze wage increases for State employees back in 2002. For whatever reason, the U has never unthawed that freeze, instead, they’ve made the wage freeze a recurring wage cut. HR knows this so we’re in a situation where folks making the decisions are not affected by the consequences.
Chairs are often in terrible positions of having to fire valued, skilled instructors and/or lower grad student admissions to comply with terms set way at the top by people who don’t teach or haven’t taught in ages. I’ve been around long enough to have watched more than one CLA Dean not deal with the issues this OpEd piece raises. I’ve seen many, many of my colleagues rotate through the Chair position. They are never, ever the same after. The problem of economic equity is not as complicated as HR would have us believe. I’m pretty sure people working in HR get economic equity reviews. Maybe we need more info on wages in HR so we can compare them with wages elsewhere in the system? The new CLA Dean might be able to help here but my impression of Dean Avilez is that he is incredibly talented in areas that are not “merit pay spending”. I agree with you that he is much more equity-minded than past CLA Deans. I wish him only the best is his new role.
I keep coming back to these types of questions: why not pay everyone fairly, meaning at or above COLA? What are the barriers to doing so? Who benefits from using the current merit pay system vs COLAs? Why do the highest paid employees here always bristle anytime their colleagues suggest economic equity for all – including student workers?
As the author of this piece suggests: follow the money. Thank you again, Prof. Ganguly, for your writing here and thank you for the convo, Get Real ~
TT CLA Prof
Jun 20, 2025 at 12:15 pm
@Get Real
Your comments about a salient lack of commitment to salary equity in CLA are interesting, and I certainly don’t disagree that CLA leadership historically has done little to support P&A faculty fairly. But the reasons for that are structural and beyond, to some extent, the inclination of various chairs or deans. In CLA, the only flexible budgetary item we have is the budget that pays P&A faculty and graduate instructors. So when central goes ahead and takes 7% of the operating budget for unnamed, vague “initiatives,” the only way to make cuts is to slash spending for … P&A faculty and graduate student instructors.
In addition, many CLA departments distribute merit raises equally among P&A faculty. But the insanely low salary amounts of humanities P&A faculty make such raises pittances that don’t address any inequity in terms of pay or cost of living, etc.
The solution, of course, is just to standardize pay across faculty of all ranks without regard to tenure status. But tenure-track faculty too often fall into the elitist trap of thinking they’re more deserving of high salaries than their peers and certainly more deserving than equally-qualified P&A faculty.
So while CLA leadership gets no awards for addressing labor inequity in the college, the problem much more lies with the gross structural differences and artificial divisions the University has created between faculty ranks and categories.
Get Real
Jun 19, 2025 at 10:58 am
@Name – Thanks for your response. I’d like to follow up if I may.
Let me begin with stating something I suspect we might both agree on: That the U employs instructional staff in P&A positions (teaching specialists/lecturers) instead of in faculty positions is a ridiculous practice that needs to end. I suspect most of these employees are already viewed as faculty by our students. People who do the independent, creative teaching and scholarship of faculty should be hired and treated like faculty, including having some level of job security. Period.
@Name – I’m genuinely curious to hear your thoughts on the following:
(1) I question the assertion that there are “thousands” of instructional P&A employees at the U. That feels like a bit of exaggeration to me. According to the U’s Institutional Data and Research website, there are 1246 P&A employees categorized as instructional (“teaching specialists/lecturers”). Of those, less than half (460) are considered full-time employees. It appears that these P&A faculty are disproportionally employed in CLA on the TC campus (349 in CLA compared to 88 in CSE, which is a roughly similarly-sized college; only 17 are employed in the Medical School; only 156 are employed on the other 4 system campuses combined). When you say “thousands,” are you including the 2214 “contract faculty,” the vast majority of whom are employed in the law school (e.g., law) and health sciences (e.g., medical school, nursing, dentistry, vet med, pharmacy, public heath) ? If so, that doesn’t quite seem fair. These are not P&A instructors.
(2) In my experience, most of the P&A faculty that express some form of discontent with their position are in CLA, particularly on the humanities side of that college. That makes me wonder about the extent to which this is really an “upper management” problem versus a CLA/humanities problem. It often seems to many of us that other colleges employ fewer P&A faculty and generally treat them better than they are treated in CLA. If that’s the case, isn’t this a problem for the new CLA Dean to solve?…especially given our decentralized RCM budget model? Even if it’s not the case, couldn’t he take the lead on making things better in his College? He strikes me as someone genuinely committed to equity. Do his budget decisions reflect such a commitment? Or is it possible that the CLA Dean and department heads/chairs are somehow less committed to equity that one might expect (given all their talk about it) when it comes to budgets, hiring decision, etc? I’m struggling to understand why CLA seems to have a harder time than other colleges living within its means and needs to resort to basically abusing some of its P&A faculty. To be clear, none of this is meant to seem like accusations. I’m genuinely interested in understanding where the real pressure points are.
(3) You have a couple of times mentioned “no COLA” since 2002 for P&A employees. I’m confused by this. For non-union employees, raises are based on merit, not COLA. I believe this includes all regular faculty and all P&A and Civil Service employees too. The relevant HR website [Types of Salary Adjustments for Civil Service and P&A Employees] states the following: “Faculty and staff who aren’t covered by a collective bargaining agreement receive compensation increases based on merit.” So, none of these employees get COLA, they get merit increases in salary. If the U were to implement COLA increases for these employees, they would do away with merit-based pay increases. So I’m not sure there’s a net win in moving to COLA versus merit. Department heads/chairs and Deans have a LOT of autonomy in deciding who gets how much of a merit increase each year. The “merit raise pool” (this year 3%) can be used at the discretion of department heads/chairs and Deans, and this should happen after some kind of formal merit review. So raising concerns about P&A faculty not having received a COLA since 2002 doesn’t seems to square with the U’s policy for increasing most employees’ compensation, which is based on merit, not COLA. It also seems to imply (incorrectly) that other faculty receive COLA but P&A faculty don’t. Is it possible that the past decisions of Deans and department heads/chair (particularly those in CLA!) in awarding merit-based pay increases have had disproportionate negative impacts on P&A faculty? Stated another way, isn’t it the responsibility of Deans and department heads/chair s (not “upper management”) to ensure equitable pay within their units? Our budget model should have that flexibility, though it might require some tough discussions and decisions. Again, I’m genuinely curious to learn your views.
Thanks!
Name
Jun 18, 2025 at 8:05 pm
I do appreciate your comments, Get Real, and your willingness to engage respectfully and maturely.. I suggested a radical idea (and labeled it as such) so we can all think about doing unusual, perhaps extreme things in practice of mutual aid, care for each other, since our upper admin will be of little use due to upper admin being willfully, smugly obtuse.
I’ve taught here for over 2 decades. I love my job and nearly all of my coworkers. I love the daily creativity I get to cultivate with my colleagues and my students. I’m one of the thousands of P&A instructors who have not had a cost of living increase since 2002, I’m not elegible for phased retirement even though I’ve worked here, no sabbatical or leave, longer than nearly all of the tenured folks in my department. I’m not welcome in the governance structure of my department; me and my P&A colleagues have been pushing our department to change that but always hit resistance. Another commenter below suggested P&A instructors don’t stay here out of loyalty. That is not correct. I am here because I love working here and am committed to this place despite the b.s. that goes on above me and even though working here means I take a pay cut each year. No matter where I work, I deserve a yearly cost of living increase. My students have no idea of my labor conditions. I am quite certain they think I earn lots of $$ for what I do (which is to teach 3 and 3 every year in a row; I teach required, 1xxx classes). Many of my colleagues are still paying off their own student debt as we teach undergrads incurring student debt. When Pres Cunningham and her staff earn multiple hundreds of thousands of dollars to tell the rest of us how the Mn Legislature is at fault, how a new president is at fault, and how this place couldn’t run without upper administration doing what they do, they are telling us they have no creativity, no resilience, meager communicative skills and no interest in working together. But me and thousands of others like me are just supposed to keep earning less and doing more each year? And if we complain about “administrative bloat” we’re using a lazy term just to get attention? Uh, no thanks. I have more self-respect than to put up and shut up. If all or most of CSCL tenured folks are earning 6 figures or more, well, good. They should keep earning that. But those of us in the $40-50k a year range should get a cost of living increase. Most of us, the majority of us, find joy in our classrooms. Joy doesn’t pay the rent.
Get Real, if you have ideas about how to make our work in academia more equitable, especially since we’re dedicated to teaching equity in our classes, let’s hear them. I’ll ask that you not repeat your suggestion that I find work elsewhere or change careers (I’m in my 50s; I plan to retire here). Btw, teaching undergrads should be considered “changing careers within a career” given the multi-faceted roles undergrad instructors take on in any given semester. I’m not going to look for work elsewhere. I want to find ways to make the work I do an example of true equity for those I interact with when I’m at work. Just because worker complains about their job doesn’t mean they don’t love their job, it means they know that things can be better. That’s the train I’m on.
Thanks for reading to the end of this too long comment.
Get Real
Jun 18, 2025 at 4:07 pm
It’s great to have a conversation started in the comments section. I appreciate the feedback on my comment. I’d like to respond if I may.
Google tells me that, on average, people have on the order of 3-7 different “careers” in a lifetime. People reinvent themselves all the time, often moving from one job/company to the next for the sole purpose of increasing pay and/or job satisfaction. This includes faculty. Many faculty left the academy in the wake of the pandemic to pursue other careers. The Chronicle has written about this extensively. It’s not “elitist” to do so or to suggest others in academia consider doing so if they are feeling unhappy, underpaid, and undervalued in their current position.
We in academia aim to teach our students HOW to think, not WHAT to think. One reason for this is so they develop into lifelong learners who are well equipped with essential skills that enable them to succeed and earn a good living as they navigate their way across different jobs over their lifetimes. These skills include critical thinking, problem-solving, good written and oral communication, and an ability to collaborate and work in teams (among other skills). These are precisely the skills employers say they want. These marketable skills help our students become resilient members of society who remain adaptable as job markets and life circumstances change. Faculty and instructional staff tend to possess these very same marketable skills in spades.
Suggesting that someone in academia who is unhappy with their pay and working conditions consider going on the job market to improve their situation is pretty basic career advice. It wasn’t meant to be an insult, though that appears to be how it was taken. People change careers all the time, and they often end up happier and better paid as a result. I was merely suggesting that @Name consider this very common option in lieu of asking faculty and other employees who earn more than $100K to take a pay cut on their behalf…”in the spirit of economic equity and in solidarity.”
(As an aside, nearly all of the full-time faculty in the Department of Cultural Studies and Comparative Literature, including the author of the original OpEd, have institutional base salaries exceeding $100K. This is public information because we are a public institution.)
KG
Jun 18, 2025 at 10:18 am
Keya Ganguly’s Op-Ed claims administrative bloat but conveniently ignores real inefficiencies and problematic spending within certain academic departments themselves. This is about addressing courses and faculty that actively undermine the U’s core mission of education and open inquiry.
Let’s talk about CSCL, GWSS, and AIS. Their fall 2023 statements on the Israel-Gaza war were not just biased; they were widely criticized as anti-Semitic, including by U faculty. To accuse Israel of genocide so soon after it was subjected to a genocidal attacked by Hamas on October 7, 2023 demonstrates a profound lack of context and intellectual honesty. Ganguly, a CSCL statement signatory , and Michael Gallope (also CSCL, and an Educators for Justice in Palestine (EJP) member), are part of the chorus critiquing the budget; and their departments promote a highly politicized and distorted narrative intended to indoctrinate their students.
Consider GWSS’s Shakhsari, another EJP member. They’ve twisted the department’s focus to present Palestine as primarily a “women’s issue,” framing it exclusively around demonizing Israel. This ignores the significant challenges women face within conservative Arab societies across the Middle East, such as forced child marriage, “honor” murders, physical abuse by spouses and limited self-fulfillment opportunities. These are not problems caused by Israel; they are deeply rooted within conservative Arab culture and have nothing to do with Israel. Furthermore, GWSS routinely incites LGBTQ+ persons against Israel, when Israel is demonstrably their most accepting country in the Middle East, as shown by Caitlyn Jenner’s recent visit to Israel.
Then there’s AIS, Nick Estes’ department,. He was a Theme Editor of a rabidly anti-Semitic proposed special issue of the Journal of Architectural Education. His expertise seems to extend oddly into both Jewish affairs and architecture.
These departments, and other faculty, push a false settler-colonialist narrative regarding Israel-Palestine. You’ll find no acknowledgment that late 19th-century Zionists legally bought land and immigrated to Israel to join a continuous Jewish presence spanning 3,000 years.
So, how to genuinely save money and improve the U? 1) Cut costs: Terminate non-tenured anti-Semitic ideologues like Nick Estes. 2) Streamline departments: Eliminate CSCL, GWSS, and AIS as standalone programs. Merge them into the CLA, similar to what the University of Iowa, Kansas State, Sonoma State and others have done. This would dilute their outsized anti-Semitic influence on hiring and promotions and directly address the bloat Ganguly claims to care about.
Actually Real
Jun 18, 2025 at 9:25 am
The closing comment from “Get Real” betrays their utter ignorance of the realities facing non-tenure track faculty members:
“If more non-tenure track instructors took their skill sets onto the open job market and found themselves higher paying jobs outside the U, not only would they benefit from a higher salary, but future non-tenure track instructors would also benefit because the U would have to pay them more to recruit and retain them.”
Contrary to what this commenter seems to believed, non-tenure-track faculty are not staying at the U as criminally underpaid faculty by choice. A glance at market trends and hiring declines in most fields would reveal just how nearly logistically impossible it is for anyone to simply “take their skills on the open market” and find higher paid work. “Get Real” can defend Cunningham’s budget if they like, but heaping sheer elitism on top of their defense only makes that defense easily ignored.
@get real
Jun 17, 2025 at 9:11 pm
Calm down, comrade – this is a conversation, a place to generate ideas. I can tell you were triggered by my suggestion we even out the distribution of $$ so the folks who do the actual teaching are not taking a pay cut every single year while upper admin rakes in $$ and then tells students they have to be the income source. That tells me all I need to know about your principles and what you value. Keep talkin’! Let’s hear more of your real ideas!
Get Real
Jun 17, 2025 at 11:55 am
This article really seems to be disconnected from reality.
Where to begin? Here: in contrast to the author’s view, the “core mission” of the University is not “teaching.” The core mission is tripartite: it’s “research and discovery,” “teaching and learning,” and “outreach and public service.”
Part of the reason we’re being asked to tighten our belts (not just CLA!) is because (1) the State of Minnesota persists in underfunding the U; (2) past U presidents and board members have lacked the spine to keep tuition increases on par with inflation over the past 10-15 years; and (3) Trump is now taking aim at long-established funding mechanisms in higher ed (e.g., indirect costs on federal grants).
The State of Minnesota recently adopted a budget that includes no funding increases for the U in FY2026 and FY2027, and this comes after no increase in FY2025. That’s three consecutive years with no increased funding from the State! Yet inflation keeps climbing. Over the past decades, the State has also provided only a small fraction (~13%) of the funds requested by the U to keep our 32 million square feet of classrooms, research labs, clinics, offices, libraries, performance spaces, student unions, and housing in good shape. Yet, everyone seems to demand higher pay, well-maintained and modern buildings, AND low tuition. Where is the money supposed to come from?
Anyone with any numerical sense at all knows that we cannot absorb flat funding from the State, pay employees more, address the $6 billion backlog in deferred maintenance in our facilities, AND keep tuition increases at or below inflation simply by reducing the numbers and salaries of “administrators.” The numbers don’t add up! Yet, this evidence-free belief is a common undercurrent in pieces like this OpEd. Anyone who believes this should be required to show their work! The author and other like-minded members of the U community would do themselves a favor by learning more about what most administrators actually do at the U and what their salaries really are. The familiar refrain to “chop from the top” makes for great performative virtue signaling, but it doesn’t really solve any of our financial challenges. Which do we need more? Signaling or solutions?
As for the $74 million dollars mentioned in the article. $60 million is for one-time strategic investments in our mission. This relates to all the input we’ve been asked to provide on a new strategic plan. Does anyone seriously think it’s inappropriate for a university president to make a one-time investment of 1.2% of the annual budget toward new strategic initiatives, particularly at a time in U.S. history when universities need to be more strategic than ever?
As for “Name’s” comment on this OpEd that everyone earning more than $100K should take a pay cut to support lower-paid non-tenure track instructors, let me offer an alternative suggestion. If more non-tenure track instructors took their skill sets onto the open job market and found themselves higher paying jobs outside the U, not only would they benefit from a higher salary, but future non-tenure track instructors would also benefit because the U would have to pay them more to recruit and retain them.
Name
Jun 16, 2025 at 3:58 pm
Thank you! I expect our undergrads and their families to stand up to this. For all its yadda yadda about being the economic engine of the State, this is no way to treat the people of Minnesota. Our students and instructors deserve to be free of admin bloat = wage theft.
Radical idea: anyone working at the TC campus earning $100,000/year or more could take a stand: take a pay cut in the spirit of economic equity and in solidarity with the thousands of non-tenure track instructors who have not had a cost of living increase since 2002. We’re (students and instructors ) clearly on our own; let’s spite upper admin by taking care of each other.
Thank you again, Prof. Ganguly!