December 2022

Happy Holidays

Register Now: National Center's 50th Annual Conference

Hunter College

March 26-28, 2023, New York City

On March 26-28, 2023, the National Center will be holding our 50th annual conference in New York City at Hunter College.

The theme of the 2023 annual conference will be Collective Bargaining in Higher Education Looking Back, Looking Forward, 1973-2023.

Michael Sandel, the political philosopher and Harvard University professor will be the conference keynote speaker. Professor Sandel's books include: The Tyranny of Merit: What’s Become of the Common Good?; What Money Can’t Buy: The Moral Limits of Markets; Justice: What’s the Right Thing to Do?; The Case against Perfection: Ethics in the Age of Genetic Engineering; Public Philosophy: Essays on Morality in Politics; Democracy’s Discontent: America in Search of a Public Philosophy; and Liberalism and the Limits of Justice.

Consistent with the theme, the conference agenda will include an array of panels examining historical and contemporary issues in higher education including • negotiations • bargaining over contingent faculty issues • salary equity • collective bargaining and shared governance • graduate assistant unionization • labor relations • Title IX • discrimination • religiously-affiliated institutions, • enrollment • financial support for higher education • student debt • and retirement equity.

For a full list of confirmed conference panels and panelists, visit our website:

Click here to Register. The early registration rate ends January 31, 2023.

We thank the following organizations for their support:

A Summary of New Higher Education Bargaining Units in 2022

As part of our research mission, the National Center regularly collects data concerning the certification or recognition of new collective bargaining representatives, the filing of representation petitions, and election outcomes in higher education.

Below is a summary of newly certified or recognized bargaining units in 2022. It does not include the numerous pending representation cases.

Over the past calendar year, there were 22 newly certified or recognized collective bargaining units in higher education. The vast majority of the new units were at private institutions (86%) with non-traditional educational unions being the predominant national affiliates of the new collective bargaining representatives. Those developments are consistent with trends we identified in our 2020 Supplementary Directory of New Bargaining Agents and Contracts in Institutions of Higher Education, 2013-2019.

In 2022, over one half (54.5%) of the new bargaining units were units of graduate assistants (7) and undergraduate student workers (5). New faculty bargaining units made up over 36% (8) of all new units last year. Three quarters of the new faculty units were limited to contingent faculty (6) with the two remaining units including tenured, tenure- track, and contingent faculty. In addition, there was one new unit of administrators and chairs and another of post-doctoral scholars.

The following are updates concerning representation filings, elections, and certifications in December along with a significant development concerning college athletes under the National Labor Relations Act.

USC: NLRB Issues ULP Complaint Concerning College Athletes

University of Southern California, Pac-12 Conference & The National Collegiate Athletics Association, NLRB Case No. 31-CA-290326

According to media reports, NLRB Region 31 issued a complaint stemming from an unfair labor practice charge filed by the National College Players Association against the University of Southern California (USC), National Collegiate Athletic Association (NCAA) and the Pac-12 Athletic Conference (Pac-12). The news stories indicate that the NLRB complaint alleges that USC, NCAA, and Pac-12 are joint employers who have violated the National Labor Relations Act (NLRA) by misclassifying student athletes as not employees and denying them rights guaranteed under the NLRA.

The recent complaint is consistent with the September 21, 2021 memorandum issued by NLRB General Counsel Jennifer Aburzzo on the employee status of college athletes under the NLRA.

USC: UAW Files Petition to Represent Graduate Assistants

University of Southern California, NLRB Case No. 31-RC-308858

On December 14, 2022, Graduate Student Workers Organizing Committee-UAW filed a petition with the National Labor Relations Board seeking to be certified to represent a unit of approximately 3,400 teaching and research assistants at the University of Southern California.

The following is the bargaining unit sought by Graduate Student Workers Organizing Committee-UAW:

Included: All graduate students enrolled at the University of Southern California (“USC”) who are employed by USC in teaching-related jobs, including Teaching Assistants and Assistant Lecturers (Job codes 032010 and 032014), and all graduate students enrolled at USC who are employed by USC in research-related jobs, including Research Assistants (regardless of funding sources, including those in job code 032012 and those compensated through fellowships and/or training grants).

Excluded: Students employed as Student Worker (job code 032025); Student Worker, Research (job code 032024); and Student Worker, Supervisor (job code 032026); without a concurrent position included in the description above. All other employees, guards and supervisors as defined in the Act.

On December 9, 2022, the Alaska Graduate Workers Association-UAW filed a petition with the Alaska Labor Relations Agency seeking to represent a unit of 425 academic student employees at the University of Alaska engaged in instruction, research, or service and engagement. The petition does not seek to include resident advisors and student assistants who do not perform duties substantially similar to work performed by student employees in the proposed unit.

The following is the proposed unit at the University of Alaska sought in the petition filed by the Alaska Graduate Workers Association-UAW:

Included: All employees of the University of Alaska who, while being enrolled in academic programs, work for the University as Academic Student Employees, meaning they perform work related to instruction, research, or service and engagement, whether or not they are Fellows. This includes, but is not limited to, Teaching Assistants, Research Assistants, Service Assistants, Engagement Assistants and Student Assistants (including Student Assistant; WS) who perform work related to teaching, researching, or service work.

Excluded: Any individuals in the faculty bargaining unit (United Academics) or in the adjunct faculty bargaining unit (United Academic Adjuncts); any student employees in the following titles, if their work duties are not substantially similar to those in named titles above: Resident Advisor/Assist Fws; Resident Advisor/Assist Wk Stu; Resident Advisor/Hall Assist; Student Assistant 1; Student Assistant 1: WS; Student Assistant 2; Student Assistant 2: FWS; Student Assistant 2: W; Student Assistant 2: WS; Student Assistant 2: WSP; Student Assistant C; Student Firefighter; supervisors; confidential employees; all other employees of the University.

Western Washington Univ.: UAW Petitions for Graduate Assistant Unit

Western Washington University, WPERC Case No.136078-E

On December 2, 2022, WAWU-UAW 4121 filed a petition with the Washington Public Employment Relations Commission seeking to represent approximately 700 graduate assistants and other student employees at Western Washington University.

The following is the bargaining unit sought in the WAWU-UAW 2021 petition:

Included: All employees enrolled in academic programs and employed by Western

Washington University in the following classifications: (1) Graduate

Teaching/Research Assistant; (2) Graduate Research Assistant (3) Research

Assistant; (4) Teaching Assistant; (5) Tutors, reader and/or grader in all academic

units and tutoring centers; (6) Faculty Assistant; (7) Lab Assistant; and any other

student employees whose duties and responsibilities are substantially equivalent

to those employees in (1) – (7).

Excluded: Students who have no service expectancy imposed upon them by the employer, casual employees, confidential employees, supervisors, employees covered under Chapter 41.76 RCW and employees included in any other bargaining unit.

University of Chicago: UE Files to Represent Graduate Assistants

University of Chicago, NLRB Case No.13-RC-307974

On November 30, 2022, Graduate Students United-UE filed a petition with the National Labor Relations Board seeking to represent a bargaining unit of approximately 3,000 graduate assistants at the University of Chicago.

The following is a description of the proposed unit in the recently filed petition by Graduate Students United-UE:

Included: All graduate students enrolled in University of Chicago degree programs who are employed to provide instructional or research services in the School of Divinity, The Crown Family School of Social Work Policy and Practice, Division of Social Sciences, Division of Humanities, Division of Biological Sciences, Division of Physical Sciences, The Booth School of Business, The Harris School of Public Policy, and the Pritzker School of Molecular Engineering.

Excluded: Managerial employees, guards, and supervisors as defined by the Act.

Johns Hopkins Univ.: UE Files Petition to Represent Graduate Assistants

Johns Hopkins University, NLRB Case No. 05-RC-308199

On December 2, 2022, United Electrical, Radio and Machine Workers of America (UE) filed a petition with the National Labor Relations Board seeking to represent a unit of approximately 3,335 graduate assistants at Johns Hopkins University.

The following is a description of the proposed unit in the recently filed UE petition:

Included: Graduate students enrolled in Johns Hopkins University doctoral degree programs who are employed to provide instructional and research services, including teaching assistants, research assistants and fellows.

Excluded: All other employees; undergraduate students; graduate students not seeking Johns Hopkins degrees, including visiting students; office clericals; managers; guards and supervisors as defined in the Act.

Art Inst. of Chicago: Adjunct Faculty Vote for AFSCME Representation

The School of the Art Institute of Chicago, NLRB Case No. 13-RC-304185

On December 13, 2022, the National Labor Relations Board tallied the ballots in an election concerning a representation petition by Art Institute of Chicago Workers United, AFSCME Council 31, AFL-CIO to represent full-time and part-time non-tenure track faculty at the Art Institute of Chicago.

In a bargaining unit of 600 faculty members, 377 voted in favor of Art Institute of Chicago Workers United, AFSCME representation and 33 voted against.

The following is a description of the at-issue bargaining unit:

Included: All full-time and part-time non-tenure-eligible faculty, who teach at least one credit-bearing undergraduate or graduate course in a degree granting undergraduate or graduate program, employed by the Employer.

Excluded: All tenured faculty, tenure-eligible faculty, emeritus faculty, retired faculty, full time visiting artists, confidential employees, managerial employees, and guards, and supervisors as defined by the Act.

Boston University: SEIU Certified to Represent Graduate Assistant Unit

Trustees of Boston University, NLRB Case No. 01-RC-305360

The National Labor Relations Board has certified SEIU, Local 509 as the exclusive representative of a bargaining unit of 3,206 graduate assistants at Boston University. The certification followed a tally of ballots on December 7, 2022 showing that 1,414 graduate assistants voted in favor of SEIU representation and 28 voted against.

The following is a description of the new SEIU-represented unit at Boston University:

Included: All graduate student employees enrolled in Boston University graduate programs who receive compensation in exchange for providing research, instructional, or teaching services, including, but not limited to, the following titles: Graduate Research Fellow, Graduate Teaching Fellow, Grader, Graduate Assistant, Graduate Grader, Group Tutor, Laboratory Assistant, Research Assistant, Teaching Assistant, or Tutor.

Excluded: All fellows enrolled in Boston University graduate programs in a non-service status (defined to be those students who, regardless of title, are not required to provide research, instructional, or teaching services in exchange for a stipend or other funding provided by the University), and all other graduate students, undergraduate students, temporary employees, casual employees, confidential employees, managers, guards and supervisors as defined in the Act.

Tufts Univ.: Resident Advisors Vote in Favor of OPEIU Representation

Trustees of Tufts College, NLRB Case No. 01-RC-307294

According to a student newspaper report, resident advisors at Tufts University voted 99–3 in favor of representation by Office and Professional Employees International Union (OPIEU) Local 153 in an election conducted by the National Labor Relations Board.

The following is a description of the at-issue resident advisor unit at Tufts University:

Included: All Resident Assistants employed by the Employer .

Excluded: All confidential employees, guards, and supervisors defined by the Act.

Montefiore Medical Center, NLRB Case No. 02-RC-308481

On December 8, 2022, Committee of Interns and Residents, SEIU, filed a petition with the National Labor Relations Board to represent a bargaining unit of interns and residents at Montefiore Medical Center.

The following is the a description of the proposed unit in the petition:

Included: All unrepresented House Staff employed by the Employer in the following classifications: Interns, Residents, Chief Residents, Fellows, and Chief Fellows.

Excluded: All other employees, directors, managers, and supervisors as defined by the National Labor Relations Act.

The National Center's 2022 annual conference on April 11-13, 2022 was a major success. We thank all the panelists, moderators, and attendees for their participation.

We are grateful to TIAA, SEIU, AAUP, AFT, NEA and NCHE for sponsoring the conference, to the organizations, law firms, and businesses that purchased conference program advertisements, and to the individuals who made donations.

Below are links to video recordings of conference presentations along with links to panel descriptions, panelists bios, and reading material. Click here for the full conference program.

Welcoming Remarks from Jennifer J. Raab, President, Hunter College, CUNY, Theodore H. Curry, Professor of Human Resources and Labor Relations, Michigan State University, Christopher Simeone, Director, Department of Organizing and Services, AAUP, and William A. Herbert, Executive Director, National Center for the Study of Collective Bargaining in Higher Education and the Professions, Hunter College, CUNY.

Keynote Presentation by Montserrat Garibay, Senior Advisor for Labor Relations, Office of the Secretary, U.S. Department of Education in conversation with Kathleen Mulligan, Director of the National Labor Leadership Initiative, Cornell University, ILR School. Panelists Bios

Panel: The Future of Higher Education with Arthur Levine, The Great Upheaval: Higher Education's Past, Present, and Uncertain Future, Ann Kirschner, University Professor, City University of New York, Discussant, Adrianna Kezar, Endowed Professor and Dean's Professor of Leadership, USC, Director, Pullias Center, and Director, Delphi Project, Discussant, and Daniel Greenstein, Chancellor, Pennsylvania State System of Higher Education, Moderator.

Panel Description and Panelists Bios

Panel: Reassessing and Reexamining the History of Higher Education with Elizabeth Tandy Shermer, Indentured Students: How Government-Guaranteed Loans Left Generations Drowning in College Debt, Cristina Viviana Groeger, The Education Trap: Schools and the Remaking of Inequality in Boston, Davarian Baldwin, In the Shadow of the Ivory Tower: How Universities Are Plundering Our Cities, and Ellen Schrecker, The Lost Promise: American Universities in the 1960s, and Suzanne Kahn, Managing Director of Research and Policy, Roosevelt Institute, Moderator. Panel Description and Panelists Bios. At our request, the panelists prepared the following bibliography for further study of the issues.

Panel: Contract Negotiations under COVID and Beyond with Margaret E. Winters, former Provost and Senior Vice President for Academic Affairs, Wayne State University, Ricardo Villarosa, Wayne State University AAUP-AFT, Dominick Fanelli, Associate Director Labor Relations, University of Michigan, Kirsten Herold, President, Lecturers' Employee Organization, AFT Local 6244, and Homer C. La Rue, Labor Arbitrator, Mediator, and Professor of Law, Howard University School of Law, Moderator.

Panel Description and Panelists Bios; Reading Material

Panel: COVID and Higher Education: The Role of Unions and Arbitration Regarding Vaccine Mandates with Richard Bales, Professor of Law, Pettit College of Law, Ohio Northern University, Eve Weinbaum, Co-President, Massachusetts Society of Professors, University of Massachusetts, Amherst, Michael Eagen, Associate Provost for Academic Personnel, University of Massachusetts, Amherst, and Charles Toombs, President, California Faculty Association, Moderator.

Panel Description and Panelists Bios

Panel: Pandemic Organizing and Bargaining Lessons in Higher Education with Larry Savage, Chair, Department of Labour Studies, Brock University and Lauren Byers, United Faculty of Florida, Unit Service Director, Organizing Specialist, Barry Miller, Senior Policy Advisor on Labour Relations, York University, Discussant and Moderator.

Panel Description and Panelists Bios; Reading Material

Panel: Lessons Learned: Organizing and Collective Bargaining by Graduate Assistants During the Pandemic with Jacob A. Bennett, MFA, PhD, University of New Hampshire, Ben Serber, Higher Ed Organizer, North Dakota United and Past President, FSU Graduate Assistants United, Amy L. Levant, Assistant Director of Labor and Employee Relations, University of Illinois, Chicago, and Joseph van der Naald, Graduate Student Researcher, Program in Sociology, Graduate Center, CUNY, Moderator.

Panel Description and Panelists Bios

Panel: Limiting the Use of Student Evaluations in Contracts: Challenges in Vision and Enforcement with Steven Newman, former President, Temple Association of University Professionals, Temple University, Ian Sakinofsky, Professor of HR Management, Ryerson University, Laura Murphy, Dutchess United Educators, Alexandra Matish, Associate Vice Provost for Academic and Faculty Affairs, University of Michigan, and Timothy S. Taylor, Arbitrator, Scheinman Arbitration and Mediation Services, Moderator.

Panel Description and Panelists Bios; Reading Material

Panel: Federal Funding, Inequality, and Higher Education: Politics and Policy-Making with Adam Harris, staff writer at the Atlantic, National Fellow at New America, and author, The State Must Provide: Why America’s Colleges Have Always Been Unequal — and How to Set Them Right, Rebecca S. Natow, Assistant Professor of Educational Leadership & Policy, Hofstra University and author, Reexamining the Federal Role in Higher Education: Politics and Policymaking in the Postsecondary Sector, and Sosanya Jones, Associate Professor of Educational Leadership and Policy Studies, Howard University, Moderator.

Panel Description and Panelists Bios; Reading Material

Panel: Becoming JEDI: Labor-Management Strategy to Challenge Racism on Campus and Stem Community College Enrollment Decline with Courtney Brewer, Professor of Psychology, Executive Vice President, Faculty Association Suffolk Community College, Christina Vargas, Chief Diversity Officer and Title IX Coordinator, Suffolk County Community College, board member, ERASE Racism NY, Patty Munsch, Interim Vice President for Student Affairs, Suffolk County Community College, Jennifer Browne, Associate Dean for Curriculum Development, Suffolk County Community College, Lauren Liburd, Specialist, SCCC Foundation, Co-Chair Achieving the Dream Committee, and Cynthia Eaton, Professor of English, Secretary, Faculty Association Suffolk Community College, Moderator.

Panel Description and Panelists Bios; Reading Material

Panel: Collective Bargaining and Shared Governance: Findings from the 2021 AAUP Shared Governance Survey with Lynn Pasquerella, President, Association of American Colleges and Universities, Timothy Reese Cain, Associate Professor of Higher Education, University of Georgia, Hans-Joerg Tiede, Director of Research, American Association of University Professors, and Michael Loconto, Arbitrator and Mediator, Loconto ADR, Boston, MA, Moderator.

Panel Description and Panelists Bios; Reading Material

Panel: Achieving Pay Parity for Part-Time Faculty in Community Colleges with

Sandra Weese, Organizing Director, California Federation of Teachers, Ron McKinley, Vice Chancellor of Human Resources and Employee Relations, Peralta Community College District, Dyana Delfin-Polk, Peralta Community College District Board of Trustees, and Jennifer Shanoski, President, Peralta Federation of Teachers, AFT Local 1603, Moderator. Panel Description and Panelists Bios; Reading Material

Panel: An Update from NLRB and Public Sector Labor Relations Agencies on Higher Education Issues with Mark Gaston Pearce, Executive Director, Workers’ Rights Institute, Georgetown University Law School, and former National Labor Relations Board Chairman, J. Felix De La Torre, General Counsel, California Public Employment Relations Board, Ellen Maureen Strizak, General Counsel, Illinois Educational Labor Relations Board, and Jennifer Abruzzo, General Counsel, National Labor Relations Board.

Panel Description and Panelists Bios; Reading Material

Panel: Faculty Unionization and Collective Bargaining in the Philippines: Similarities and Differences with Benjamin Velasco, Assistant Professor, University of the Philippines, School of Labor and Industrial Relations, Rene Luis Tadle, Associate Professor, Philosophy, University of Santo Tomas and Lead Convenor, Council of Teachers and Staff of Colleges and Universities of the Philippines, Gerardo L. Blanco Associate Professor, Higher Education, Academic Director, Center for International Higher Education, Boston College, Shannon Lederer, Director of Immigration Policy, AFL-CIO, and Ashwini Sukthankar, Secretary/Treasurer, International Commission for Labor Rights. Panel Description and Panelists Bios

Panel: Higher Education Legal Update with Henry Morris, Jr., Partner, Arent Fox LLP, Monica Barrett, Bond, Schoeneck & King PLLC, Angela Thompson, CWA Special Counsel for Strategic Initiatives, and Aaron Nisenson, Senior Legal Counsel, AAUP, Panelist and Moderator. Panel Description and Panelists Bios; Reading Material

Job Posting: University of Massachusetts, Amherst,

Assistant Provost/Senior Director of Academic Labor Relations

Assistant Provost/Senior Director of Academic Labor Relations

(Hybrid Opportunity)

https://careers.umass.edu/amherst/en-us/job/516540/assistant-provostsenior-director-of-academic- labor-relations-hybrid-opportunity

Job no: 516540

Work type: Staff Full Time

Location: UMass Amherst

Department: Provost's

Office Union: Non-Unit Exempt

Categories: Human Resources, Administrative/Office Support, Legal Affairs

About UMass Amherst

UMass Amherst, the Commonwealth's flagship campus, is a nationally ranked public research university offering a full range of undergraduate, graduate and professional degrees. The University sits on nearly 1,450-acres in the scenic Pioneer Valley of Western Massachusetts, and offers a rich cultural environment in a bucolic setting close to major urban centers. In addition, the University is part of the Five Colleges (including Amherst College, Hampshire College, Mount Holyoke College, and Smith College), which adds to the intellectual energy of the region.

Job Summary

Under the supervision of the Associate Provost for Academic Personnel, this position will work directly with senior leadership, deans, directors and department chairs in all aspects of collective bargaining and labor contract administration with the University’s faculty, graduate assistant and post-doctoral employee bargaining agreements. This position will have primary responsibility for at least one of these bargaining agreements.

Essential Functions

• Supports labor negotiations with the faculty, graduate assistant and post-doc collective bargaining units. May serve as the principal negotiator in collective bargaining with one or more of these units.
• Works with the Provost, deans and others to develop the campus administration’s position and proposals for collective bargaining with academic labor unions representing faculty, graduate assistants and post- doctoral employees; designs bargaining strategies, keeps campus administrators informed about collective bargaining developments, provides training for individuals involved in collective bargaining.
• Provides advice and guidance to academic deans, directors, department chairs, administrators and others regarding the interpretation and application of relevant collective bargaining agreements and policies that govern academic personnel matters.
• Leads or serves as a member of the administration’s collective bargaining teams.
• Serves on labor/management committees.
• Communicates with campus and system human resources offices, union representatives, managers and employees to resolve workplace issues governed by collective bargaining agreements including conducting grievance investigations, making recommendations for resolution of grievances, and providing general guidance to senior university officials relating to academic personnel employee relations.
• Performs research and analysis of labor agreements and employment policies at other institutions to inform labor negotiation strategy and/or policy development. Compiles and analyzes data and creates reports.
• Works to create a diverse and inclusive workplace for all faculty, staff, and students. Ensures that all personnel practices are valid and reliable, and do not have adverse impact on minority groups.
• Maintains working knowledge of, and ensures adherence to, University, state, and federal human resources laws and policies as well as collective bargaining agreements.
• Understands responsibilities with respect to Title IX, Clery and other compliance requirements.
• Understands and contributes to implementation of departmental and institutional goals for achieving non-discrimination and creating a respectful, inclusive environment that is supportive of diversity.
• Collaborate with other campus offices (General Counsel, Equal Opportunity and Access, Human Resources, etc.) in responding to complaints of discrimination and harassment as well as developing policies and programs for prevention.
• Safeguards and maintains confidential personnel records and files. Uses access to sensitive and/or not yet public university related information only in the performance of responsibilities of position and exercises care to prevent unnecessary disclosure to others.
• Understands responsibilities with respect to conflicts of interest and behaves in ways consistent both with law and with university policy.
• May represent Academic Affairs Executive area on campus-wide committees.
• Undertakes special projects as assigned.
• Perform other related duties as required.

Minimum Qualifications (Knowledge, Skills, Abilities, Education, Experience, Certification, Licensure)

• J.D. or other related advanced degree.
• Five (5) or more years of professional experience, specifically in labor and employee relations and collective bargaining.
• Demonstrated knowledge of collective bargaining, labor contract administration and interpretation, regulations and guidelines that govern employment relationships.
• Excellent organizational skills and an attention to detail with an ability to resolve routine problems efficiently, effectively and independently in a timely manner.
• Excellent interpersonal skills with a demonstrated ability to interact effectively, communicate clearly and concisely to articulate ideas, and create and maintain harmonious relationships with a diverse population of staff, faculty, and students.
• Ability to work both independently and to be part of an effective team with a highly cooperative and collaborative work style.
• Ability to read, understand, apply, and explain rules, regulations, and policies/procedures related to duties. Ability to understand and follow complex oral and written instructions and create effective and efficient work processes.
• Ability to exercise sound judgment and maintain confidentiality.
• Ability to organize, prioritize and manage time and heavy workloads effectively.

Preferred Qualifications (Knowledge, Skills, Abilities, Education, Experience, Certification, Licensure)

• Applicable work experience in higher education, including familiarity with employment policies and procedures in higher education.

Physical Demands/Working Conditions

Typical office environment.

Work Schedule

• Monday - Friday, 40 hours a week.
• This position has the opportunity for a hybrid work schedule, which is defined by the University as an arrangement where an employee’s work is regularly performed at a location other than the campus workspace for a portion of the week. As this position is non-unit, it is subject to the terms and conditions of the University of Massachusetts Board of Trustees Non-Unit (Professional/or Classified) Employee Personnel Policy.

Salary Information

• Salary will be commensurate with experience.

Special Instructions to Applicants

Along with the application, please submit a resume, cover letter and contact information for three (3) professional references. The search will remain open until filled.

UMass Amherst is committed to a policy of equal opportunity without regard to race, color, religion, gender, gender identity or expression, age, sexual orientation, national origin, ancestry, disability, military status, or genetic information in employment, admission to and participation in academic programs, activities, and services, and the selection of vendors who provide services or products to the University. To fulfill that policy, UMass Amherst is further committed to a program of affirmative action to eliminate or mitigate artificial barriers and to increase opportunities for the recruitment and advancement of qualified minorities, women, persons with disabilities, and covered veterans. It is the policy of the UMass Amherst to comply with the applicable federal and state statutes, rules, and regulations concerning equal opportunity and affirmative action.

Advertised: Oct 27 2022 Eastern Daylight Time